National Disability Insurance Scheme Legislation Amendment ...
New Compliance Legislation: Best Practices in Disability Recruiting
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Transcript of New Compliance Legislation: Best Practices in Disability Recruiting
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Using Best Practices in Disability Recruiting to
Comply with new Federal Regulation Changes
September 25, 2013
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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
Candidate Outreach
Jobs Portal
Online Career Fairs
Candidate Sourcing
Diverse Recruitment Pool
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+ 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
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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 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
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
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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 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
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Diversity Recruiting
Strong Employer Brand
Targeted Outreach & Recruiting
Formats
Accessible Logistics Consistent Candidate
Communications
Disability Recruiting
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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
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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
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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
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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
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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 ‘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
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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: + 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
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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 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