Imagine how long your job search would take if after every job you applied for, you stopped and waited to hear back before applying for another one.
There is a sea of information relating to how service members can translate their skills to the civilian workforce and improve their resumes. The information can be confusing and conflicting; colleges, employers, and placement advocacy entities all have different, if not contradicting, information.
For a long time, those of us dealing with disability employment issues have realized that individuals with a disability can add a valuable perspective to corporate efforts in the mainstream business world.
That message has had a difficult time getting public attention, but that may be changing.
Most organizations strive to be equal opportunity employers and with the help of various EEO compliance measures and diversity awareness campaigns, many employers now see the proven attributes and benefits of hiring returning veterans and other people with physical and mental health disabilities. Generally speaking, most people with physical and mental challenges do a great job and make great employees.
Consulting firm Towers Watson states, “Top-performing companies create a sustainable [Employee Value Proposition] EVP and total rewards strategy based on the needs, demographics and preferences of their workforce.” As such, employers seeking to attract people with disabilities to their positions should understand the unique needs of this audience.
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.
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
Deciding when to disclose your disability to a prospective employer
depends on your type of disability, how you are positioning yourself for a
particular job, your type of personality and temperament, and the type of
employer you are targeting.
If you’re new to the job search scene or haven’t been here in a while, you might be wondering whether you need to worry about having references lined up. The answer is yes.