Using Best Practices in Disability Recruiting to

Comply with new Federal Regulation Changes

September 25, 2013

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

Candidate Outreach

Jobs Portal

Online Career Fairs

Candidate Sourcing

Diverse Recruitment Pool

+  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

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 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

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

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 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

Diversity Recruiting

Strong Employer Brand

Targeted Outreach & Recruiting

Formats

Accessible Logistics Consistent Candidate

Communications

Disability Recruiting

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

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

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

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

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 ‘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

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: +  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

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

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

Thank you