How Recruiters Can Include Individuals With Disabilities
Aliza Weiss, Jaclyn Camden
Date: 4/16/2019, 2:00pm Eastern
Register Online (Registration is free but required.)
Hiring candidates with diverse backgrounds, including individuals with disabilities, is good for business. This webinar will look at marketing and recruitment strategies, the versatility of applications, and interview recommendations that can increase a business’ access to qualified candidates with disabilities. You will also hear from an employer that uses these best practices to maintain a good business model.
Americans with Disabilities Act (ADA)- A civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs.
Section 503 of the Rehabilitation Act of 1973- This law prohibits federal contractors and subcontractors from discriminating against individuals with disabilities in employment and requires them to take affirmative action to recruit and hire these individuals.
Vocational Rehabilitation (VR) - provides and advocates for resources and services to improve the employment, quality of life, security, and independence of older Virginians, Virginians with disabilities, and their families. VR helps connect businesses with qualified employees that have a disability
Working Interview: Is an alternative interview option for collecting useful information on a job candidate. It includes creating opportunities for the candidate to show skills and perform tasks the employer wishes to observe and that align with the job description.
Employment Specialist: Also called a job coach, an employment specialist supports an individual with a disability in the employment hiring and training process. Employment specialists often act as liaison between a business and employee to ensure that accommodations and supports are in place so that an employee with a disability can be successful in the workplace.