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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
