Learn why you should share your Affirmative Action plan with your Talent Acquisition staff, and then hone in on how OFCCP compliance ties into recruiting success in your workplace.
I was asked the question recently why our company specifically targets veterans in our recruiting efforts and what we do for them once they come on board. This is a topic I enjoy talking about because I see so many meaningful endeavors here at Shaw.
First of all, why wouldn’t we want to target veterans to come work for our company? One of the basic elements of life in the military is serving your country. You can go to any military branch’s website and see the word “HONOR”. The fundamental tenet of military life is honorable service…
The last few months, I have tried to highlight recruiting military veterans from a different angle. For years, the veteran has been told to adapt, change and be able to articulate what they have done in the service. As far as I can remember that has been the norm when hiring veterans. This tactic simple does not work! We have to change our mindsets to truly affect our veteran hiring program. Over the last four blogs, I have tried to highlight ways we can change to give the veteran a better chance to show off their amazing skill sets.
People with intellectual and developmental disabilities (IDD) represent an 85% unemployment rate in the U. S.—a significant untapped talent pool that offers substantial potential to employers across all industries. According to the Institute for Corporate Productivity’s (i4cp) groundbreaking study, Employing People with Intellectual and Developmental Disabilities, over a third of employers in high-performance organizations—those companies that excel in market share, revenue growth, profitability, and customer satisfaction over a five-year period—that employee people with IDD found them to be good talent matches for open positions.