The job of an employment recruiter often proves mission critical to a business as its primary responsibility is to maintain an invaluable gateway and pipeline that constantly identifies, distinguishes, attracts, cultivates and secures new and diverse talent. These everyday endeavors of the recruiter, helps to ensure the essential 'life blood' of an organization and in many ways help it to adjust to the varying needs of diverse consumers, adapt to changing market trends and fortify its capability to compete in a given industry.
Many organizations now have very aggressive hiring goals towards returning veterans and people with disabilities. This focus is especially relevant during an era where people with disabilities are the largest minority group, represent the highest segment of the unemployed in the US and the Iraq and Afghanistan veterans are returning from combat.
Despite the American Disability Act’s (ADA) clear regulations, many hiring managers don’t know how to effectively and legally approach candidates with disabilities. When asked to cite reasons for not hiring people with disabilities...
There are a plethora of issues to consider when hiring people with various disabilities and special needs that can set the tone for a ‘quality’ hire
I have been at my current job for about three years now. One
of my managers recently retired and was replaced with a new hire. Shortly after
starting the job, my new manager set up a one-on-one meeting with each member
of our team.