Learn best practices in disability recruiting from Think Beyond the Label and join them in their online career fairs in 2013!
thinkbeyondthelabel.brazenconnect.com.
New Compliance Legislation: Best Practices in Disability RecruitingBrazen
Featured speakers from Think Beyond the Label discuss what the new compliance legislation means for companies seeking to recruit and hire workers with disabilities.
The advertising industry has a longstanding problem of insular hiring practices that perpetuates a lack of diversity. Agencies predominantly hire from other agencies, seeking candidates with existing industry experience, knowledge, and connections. This limits entry points for outsiders and underrepresented groups. While initiatives like internship programs have helped introduce some diversity, awareness of advertising careers remains low. Addressing diversity will require publicizing opportunities to attract a more diverse talent pool and implementing strategies that solve problems both now and for the future.
The market is changing fast, and jobs are being reinvented every 3-5 years. The problem is, we can’t go back to school every 3-5 years because it’s time consuming and expensive. Combined with people’s changing workplace expectations, we find ourselves in a new working world with a different set of employee engagement challenges.
The solution to all these challenges is to consumerize learning at work. Why? Your training solution should operate at a higher level. Your employees expect the best user experience from their favorite personal apps in their daily lives, and the technology expectation at work should be no different. People want an intuitive and engaging learning experience so that they can acquire new skills at their moment of need. This is what consumerizing learning is able to achieve. In order to succeed at developing and retaining the best talent, organizations today must invest in consumer-first learning technology that keeps up with changes in the market, and keeps employees productive and happy.
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February 2014: Best Practices in Disability RecruitingBrazen
This document discusses best practices for complying with new federal regulations regarding disability recruiting. It provides an overview of Section 503 of the Rehabilitation Act, which requires federal contractors to have an affirmative action plan to meet a 7% utilization goal of qualified workers with disabilities. It outlines the key compliance components: targeted outreach, data collection and review, and communication. It then discusses strategies for effective disability recruiting, including building a strong employer brand, using targeted outreach and formats, ensuring accessible logistics, and providing consistent candidate communications. It also promotes partnerships and resources from the Think Beyond the Label initiative to help connect employers to qualified candidates with disabilities.
This document provides guidance on using social media, particularly LinkedIn, for job searching. It discusses how social media has changed the job search landscape, with networking and connections now more important than just resumes. LinkedIn is presented as the top professional social media tool, allowing users to build a network of millions of professionals and companies. The document provides tips on using LinkedIn effectively for job searching, such as getting recommendations, joining groups, searching for jobs, and answering questions to become more visible to potential employers.
The document discusses different effective ways of recruiting, including recruiting internally, advertising internally, social media, talent search, internships and apprenticeships, and word of mouth. It provides details on each of these methods, such as the benefits of internal recruiting and advertising internally. It also discusses how to get referrals from LinkedIn and provides steps for recruiting on social media, including participating in relevant conversations, promoting company culture, and involving employees. The conclusion states that sourcing candidates via social media is cost-effective and can result in better, more productive employees compared to other recruiting methods.
New Compliance Legislation: Best Practices in Disability RecruitingBrazen
Featured speakers from Think Beyond the Label discuss what the new compliance legislation means for companies seeking to recruit and hire workers with disabilities.
The advertising industry has a longstanding problem of insular hiring practices that perpetuates a lack of diversity. Agencies predominantly hire from other agencies, seeking candidates with existing industry experience, knowledge, and connections. This limits entry points for outsiders and underrepresented groups. While initiatives like internship programs have helped introduce some diversity, awareness of advertising careers remains low. Addressing diversity will require publicizing opportunities to attract a more diverse talent pool and implementing strategies that solve problems both now and for the future.
The market is changing fast, and jobs are being reinvented every 3-5 years. The problem is, we can’t go back to school every 3-5 years because it’s time consuming and expensive. Combined with people’s changing workplace expectations, we find ourselves in a new working world with a different set of employee engagement challenges.
The solution to all these challenges is to consumerize learning at work. Why? Your training solution should operate at a higher level. Your employees expect the best user experience from their favorite personal apps in their daily lives, and the technology expectation at work should be no different. People want an intuitive and engaging learning experience so that they can acquire new skills at their moment of need. This is what consumerizing learning is able to achieve. In order to succeed at developing and retaining the best talent, organizations today must invest in consumer-first learning technology that keeps up with changes in the market, and keeps employees productive and happy.
Key Takeaways:
- Why learning is being consumerized and what you can do to manage it
- The key changes in learner behavior and the learning landscape
- What it means to offer a consumer-first learning solution
February 2014: Best Practices in Disability RecruitingBrazen
This document discusses best practices for complying with new federal regulations regarding disability recruiting. It provides an overview of Section 503 of the Rehabilitation Act, which requires federal contractors to have an affirmative action plan to meet a 7% utilization goal of qualified workers with disabilities. It outlines the key compliance components: targeted outreach, data collection and review, and communication. It then discusses strategies for effective disability recruiting, including building a strong employer brand, using targeted outreach and formats, ensuring accessible logistics, and providing consistent candidate communications. It also promotes partnerships and resources from the Think Beyond the Label initiative to help connect employers to qualified candidates with disabilities.
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Building a More Diverse Workforce in the Partner ChannelChristian Buckley
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You can find additional CollabTalk research links and downloads at https://www.buckleyplanet.com/2019/12/collabtalk-research-link-list.html
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Free vs. Paid Recruiting Tools on LinkedInLinkedIn
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Coding Autism is a startup that provides professional training and coaching for adults with autism, focusing on software coding and engineering. Their vision is to create career opportunities for autistic individuals in the growing tech sector. The company plans to launch its first 15-week coding course in Summer 2017 and aims to train and employ 1,500 autistic adults by 2020. Coding Autism believes that autistic individuals are well-suited for tech careers due to traits like attention to detail, focus, and introversion.
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There has been a paradigm shift in how we look and find jobs in 2009. We need to all think like an entrepreneur be more self reliant. Understanding our brand is critical to moving forward.
The document discusses strategies for finding a diverse talent pool. It emphasizes tapping into internal referrals and employee resource groups, partnering with affinity groups and caucus groups, recruiting from universities with diverse student bodies, leveraging social networks and professional associations, targeting niche job boards and career fairs, conducting outreach in media publications aimed at diverse communities, and building relationships through community outreach events. The key is employing multiple sourcing strategies to identify and attract candidates from a variety of backgrounds.
The document discusses various recruitment strategies such as posting internal job ads, networking events, employee referrals, using social media, creating compelling job descriptions, considering past candidates, claiming company pages, and attending industry meetups. It also provides tips for getting referrals on LinkedIn such as connecting with alumni and people working at target companies. Finally, it outlines steps for using social media for recruitment like targeting candidates, engaging audiences, using videos, joining groups, and creating candidate personas.
2010 ONREC Sourcing Summit - Can we really \'click\' our way to the best cand...Steve Lowisz
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1) The document discusses the importance of law firms having a social media presence. It notes that law firms were previously underdeveloped in using online tools but that market pressures now require a stronger online presence.
2) Firms are encouraged to select the most relevant social media tools for their business, such as LinkedIn, Twitter, Facebook, and blogs. Content should be tailored to different audiences on each platform.
3) When done effectively, social media can provide benefits like increased exposure, traffic, leads, reputation-building and business development for law firms. Consistency is important to realize these benefits.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
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2.How to get referrals from people on LinkedIn
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Read My articles on Medium:
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https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
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Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Northern Engraving | Nameplate Manufacturing Process - 2024Northern Engraving
Manufacturing custom quality metal nameplates and badges involves several standard operations. Processes include sheet prep, lithography, screening, coating, punch press and inspection. All decoration is completed in the flat sheet with adhesive and tooling operations following. The possibilities for creating unique durable nameplates are endless. How will you create your brand identity? We can help!
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
Introduction of Cybersecurity with OSS at Code Europe 2024Hiroshi SHIBATA
I develop the Ruby programming language, RubyGems, and Bundler, which are package managers for Ruby. Today, I will introduce how to enhance the security of your application using open-source software (OSS) examples from Ruby and RubyGems.
The first topic is CVE (Common Vulnerabilities and Exposures). I have published CVEs many times. But what exactly is a CVE? I'll provide a basic understanding of CVEs and explain how to detect and handle vulnerabilities in OSS.
Next, let's discuss package managers. Package managers play a critical role in the OSS ecosystem. I'll explain how to manage library dependencies in your application.
I'll share insights into how the Ruby and RubyGems core team works to keep our ecosystem safe. By the end of this talk, you'll have a better understanding of how to safeguard your code.
2. What is Think Beyond the Label?
+ Think Beyond the Label is a public-private
partnership that is creating new
opportunities for businesses to find
resources and connect to qualified job
candidates with disabilities
3. Think Beyond the Label’s Path to
Successful Disability Recruiting
Diverse
Recruiting Recruitment
Partnerships Pool
Online
Career
Jobs Fairs
Portal
Candidate
Outreach
4. Overview of Today’s Conversation
+ Differentiating disability recruiting from
other types of diversity recruiting
+ Finding unique opportunities to engage,
recruit and hire qualified job candidates
with disabilities
+ Showcasing your company’s diversity
hiring initiatives to enhance your employer
brand
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 – ahead of African Americans
and Hispanics
+ Nearly 30% of U.S. families have a family
member with a disability
6. 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;
+ 10% are new college graduates;
+ 20% have between 5-10 years of job experience;
+ 30% have more than 11 years of job experience
+ TBTL candidates are not connected to services from
the public employment system
7. Example of a typical TBTL Job
Candidate:
+ Paul
+ Lives and works in Louisville, KY;
+ Has 3-5 years of sales experience;
+ Currently seeking a career change;
+ Is willing to relocate for future job
opportunities; and
+ Successfully used a screen reader to
participate in our last online career fair
9. Recruiting for Diversity: Building a
Strong Employer Brand
+ Advertise your company as an equal opportunity
employer and include an accessibility statement on
your corporate website
+ Use your corporate career pages to tell job applicants
that you accommodate disabilities during the hiring
process and/or include it in your job postings
+ Align your brand with disability recruiting brands that
are recognized and trusted by candidates with
disabilities
10. Recruiting for Diversity: Targeted
Recruiting Formats
+ Meet new federal regulation requirements with an
accessible application process
+ Increase access to job candidates with disabilities
through outreach on sites like TBTL that target this
recruitment pool
+ Start connecting directly to candidates with disabilities
in targeted online career fairs
+ Work with sourcing firms that specifically place
candidates with disabilities
11. Recruiting for Diversity: Accessible
Logistics
+ Make the interview process as accessible as
possible
+ Consult with job candidates who request
interview accommodations to determine what
format works best for them
+ Consider opportunities like online career fairs
that make logistics easy for both job
candidates and recruiters
12. Recruiting for Diversity: Consistent
Candidate Communications
+ Generally, employers cannot ask disability-
related questions before an offer is made
+ Create formal policies and procedures on
accommodations to help ensure consistency
+ Include information about accommodation
policies in all offer letters/communications
13. Finding Unique Opportunities to
Engage Job Seekers with Disabilities
+ Participate in online career fairs and other online
opportunities targeting job seekers with
disabilities
+ Tailor social media messaging to engage workers
with disabilities
+ Engage professional search firms who specifically
place workers with disabilities
14. Recruiting ‘outside the box’ with
TBTL Online Career Fairs
Business participants receive:
+ A custom-branded employer page displaying open positions, videos,
benefits information and more
+ A full Candidate Report with information and resumes of attendees
+ Space for up to 3 recruiters, with an option for more
+ Dedicated, personalized account support.
+ Logo placement on Think Beyond the Label's website
+ 10% discount for webinar attendees on an event package with code:
tbtlwebinar
15. Showcasing your Diversity Hiring
Initiatives to Enhance your Brand
+ Start building outreach to ensure greater recruiting and
hiring from this pool of job candidates with disabilities
+ Promote your disability hiring initiatives to diversify
your workforce and meet compliance needs
+ Implementing these recruiting techniques actually
benefits ALL potential job candidates
16. TBTL’s Corporate Sponsor Program
is well positioned to help
+ Featured sponsors get prime logo placement on TBTL website,
jobs portal and in the Hire Wire
+ Featured employers have targeted logo placement on TBTL jobs
portal
+ Partners share co-branded PR opportunities and featured
success stories
+ TBTL can identify qualified job candidates through partnership
with a disability focused search firm
+ TBTL can create content for corporate social media outlets on
disability hiring initiatives and co-branded marketing materials to
show corporate commitment to disability hiring initiatives
17. Questions?
Barbara Otto – barbara.otto@thinkbeyondthelabel.com
Laura Wilhelm – laura.wilhelm@thinkbeyondthelabel.com
Thank you