If you’re following the action on the new disabilities and veterans hiring guidelines in the U.S., there’s a new site that may help a bit.
This one’s coming from the Office of Federal Contract Compliance Programs, and it’s simply a list of resources to help you when sourcing and hiring people with disabilities and/or veterans.
The info is divided into categories: accommodations; tax incentives; inclusive environments; disabilities, and veterans.
While I’m at it, in case you’re a service provider yourself, here’s a link to information on getting on the resource list.
That U.S. government proposal about disabilities hiring ERE was the first publication to unveil two years ago is now out in its final form. keep reading…
You’ve probably had it happen to you at the start of an interview. You extend your hand and in return you get a wimpy handshake, a “fist-bump” substitute, or a wet clammy handshake that is an intermediate turnoff. Although weak hiring handshakes are quite common, to most they may seem like an insignificant part of interviewing. But everyone involved in the hiring process needs to take notice and be aware of the high negative business impact of handshake bias.
Assessing a candidate based on their handshake is a major problem because we know that many interviewers make an initial decision on a candidate within the first two to three minutes, and we know that the handshake and their appearance are the two most powerful elements that contribute to that powerful first impression. The fact that assessing handshakes is a major hiring decision factor is not just conjecture; research from Greg Stewart of the University of Iowa demonstrated that those with the best handshake scores “were considered to be the most hireable by the interviewers.” Handshakes also proved to be more impactful than “dress or physical appearance.”
Handshakes become a high-impact problem because handshakes occur in every interview, and a single bad handshake can immediately eliminate a top candidate, especially in entry-level jobs. You should also be aware that handshakes with women candidates leave a bigger impression and have their own unique set of biases. No one has ever been sued over handshake bias but the loss of top candidates as a result of it is real. keep reading…
If you opened that PDF where big companies were sharing their practices in hiring and employing people with disabilities, you saw a reference to a disabilities toolkit Cornell University helped develop.
In case you wanted to check it out, here’s a link to it. The website, which Cornell shares with its managers, includes short tips on hiring people with disabilities; accommodations; mental illness/addiction; and “the case for inclusiveness.”
There are some not-terribly-new ideas in a new 24-page PDF about disabilities. But, there are some good nuggets in the workbook, too, so it’s worth a look at this freebie from the U.S. Chamber of Commerce and the U.S. Business Leadership Network. keep reading…
I’ve talked before about efforts to employ people with Asperger’s. But perhaps no Autism-related effort will be bigger than one announced today by SAP, simply because SAP, with 200,000+ customers, is just so big.
SAP says it’ll be hiring autistic software testers, programmers, and data-quality-assurance specialists. It’s going to do it through a partnership with Specialisterne, a Denmark-based firm operating in Europe and the U.S.
SAP had used the organization, where a majority of employees have autism or a related diagnosis, to do a pilot project in India and Ireland. U.S., Canada, and Germany will be on the docket next.
Specialisterne Founder Thorkil Sonne says “SAP is the first multinational company to partner with us on a global scale.” He expects others to follow its lead.
The government is running a public service announcement (which I’ve embedded at the bottom of this post) on more than 1,400 TV stations, some in English, some in Spanish.
The effort is a collaboration with several organizations, including SHRM as well as the U.S. Business Leadership Network. keep reading…
The October 31 online event is put on by ON24 and Veteran Recruiting Services, with two U.S. government departments – Labor and Veteran Affairs — also involved.
Lowe’s, Intuit, and Waste Management are among the employers expected to participate.
The resources were put together by two Labor Department offices, one related to disabilities, as well as the Women’s Bureau. It’s divvied up by audience — employee, employer, policy-maker, and researcher.
A quick update on some of those disabilities-related grants we mentioned over the summer: three winners have been announced, all related to helping the employment prospects of people with disabilities.
The morning will go over issues like leave, scheduling, telecommuting, and job descriptions. In the afternoon, the program will cover things like how the ADA and the FMLA intertwine, as well as “Accommodation Mysteries Solved and Disability Etiquette.”
Those interested can sign up here.
- $1.1 million to help the government run a center that’ll prepare disabled youth for employment.
- Another $1.1 million to start a technical assistance center to help improve employment rates for people with disabilities. The center will “identify and promote successful retention and return-to-work strategies for individuals with disabilities, particularly mature workers, and also serve as a central repository of information on best practices necessary to increase employment opportunities.”
- $950,000 for an accessible technology center. Different from the second bullet above, this one will focus specifically on workplace technologies.
Despite the ADA, tax credits, and the good work of JAN, the U.S. unemployment rate for people with disabilities is around 13%. Worse is that many people with disabilities aren’t reflected in that statistic because they’ve left the workforce altogether. (The federal government also keeps track of the number of people with disabilities in its own workforce.)
As online recruiting sites get more complex, they can get harder to read for people who can’t see, as well as others who use “screen readers” because of challenges with their arms or other disabilities.
It doesn’t have to be that way, says Corbb O’Connor, a web usability consultant with O’Consulting Group. In the video below, O’Connor talks about:
- Why video and slick images aren’t always a bad thing for the blind
- The problem with contacting a company and asking for special help reading the site
- What he’s finding on corporate career sites vs. job boards
- Craigslist and LinkedIn
- Simple things to keep in mind when designing sites
It’s about 10 minutes, below. keep reading…
Speaking of weight: the world’s people weigh a collective 316 million tons, of which 17 million tons is in excess globs of body fat. Who knew? Thanks to the researchers at London School of Hygiene and Tropical Medicine, now you do.
Wondering what this has to do with recruiting? Nothing, near as we can tell. (Oh, sure, we could have said hiring a fatty will mean time wasted snacking, since the average American needs almost 250 calories just to maintain the excess weight.) But we just thought this is great water cooler talk.
Now, here’s the skinny (no, we couldn’t, can’t, and won’t resist punning): North America has 6 percent of the world’s population, but carries 34 percent of the weight. Don’t go blaming Canada. The U.S. weighs in as the heaviest nation, where it takes a mere 12.2 adults to equal a ton. From now on, we’re counting how many people get on the elevator with us.
Food Stylists Are to Blame
It’s not our fault we eat too much. If those food stylists didn’t make all those dishes look so delicious, who’d eat them? It’s an up-and-coming profession that’s part of the seven awesomeist jobs we never heard of, says Brazen Careerist, a carer site for the under-30s.
For those suffering from insomnia now around 2 a.m. Eastern, we’ve dug through a U.S. government website to find a 172-page document that may help you sleep — or, if you’re a federal contractor, could possibly keep you up at night.
She struggled to earn a living, for a time clerking at Wal-Mart. But her goal was to find work as a professional in a career that could allow her to be independent. With the assistance of Virginia’s Department of Rehabilitative Service, Chitalia received job counseling and speech therapy.
Today, she is a project manager with Anthem Wellpoint and was recently lauded in the company newsletter.
Her story is but one of dozens being cited as examples of the success disabled workers can have when, with a little assistance from the government, employers reach out to the disability community.
October is National Disability Employment Awareness Month. The U.S. Department of Labor is taking the lead in promoting the month around the theme of “Profit by Investing in Workers with Disabilities.” Managed by the DOL’s Office of Disability Employment Policy, the month-long campaign to build awareness of the contributions of the disabled includes the posting of stories like Chitalia’s, as well as lending support to state and local efforts to increase the hiring of disabled workers. keep reading…
Brenda Weitzberg is the founder of Aspiritech, which is offering services to employers looking for test software, hardware, websites, applications, and computer bugs, using her staff of Asperger’s employees.
On the podcast below, Weitzberg talks about employing people with Asperger’s. Also on the line is another expert: Barbara Bissonnette. She specializes in coaching and advocacy services for individuals with Asperger’s Syndrome, and consults with employers about how to get the most out of these employees. keep reading…