February 2014: Best Practices in Disability Recruiting

Using Best Practices in

Disability Recruiting to

Comply with new Federal

Regulation Changes

February 24, 2014

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

Think Beyond the Label’s Path to

Successful Disability Recruiting

Logo Placements

Job Postings

Online Career Fairs

Online Open Houses

Diverse Recruitment Pool

+ 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

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

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

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

503 Regulation Compliance

Components

Data Collection

& Review

Communication

Targeted Outreach

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

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

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

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

Disability Recruiting

Strong Employer Brand

Targeted Outreach & Recruiting

Formats

Accessible Logistics

Consistent Candidate

Communications

Disability Recruiting

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

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

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

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

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

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

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

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

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

Questions?

Barbara Otto – barbara.otto@thinkbeyondthelabel.com

Laura Wilhelm – laura.wilhelm@thinkbeyondthelabel.com

Thank you