Most employers know that hiring veterans is a smart business decision for the multitude of skills and attributes they bring to the table. It is also true that in spite of that knowledge, many recruiters pass over military resumes simply because they do not understand them. Now that you are back from duty and ready for civilian life, take time to create a resume that has high impact. Demilitarize your resume.
1. SKILLS AND TRAINING
Veterans already possess skills and training that transfer easily to the civilian workforce. They also have the proven ability to learn new skills fast. Your discipline, determination, perseverance and the ability to work under pressure are big attributes. Veterans are trained to meet deadlines in a timely fashion in spite of any stress. They understand the importance of sticking with a task till it is completed. Make sure those skills are highlighted to match the job you want. Have a clear goal and match your military skills to that goal. Continue reading →
The unemployment rate of working age individuals with disabilities and the percentage of working age individuals with disabilities that are not in the labor force remain significantly higher than for those without disabilities. For this reason, The Department of Labor Office of Federal Contract Compliance (OFCCP) for the first time since 1970 has strengthened Section 503 of The Rehabilitation Act of 1973. This is an important step toward reducing barriers to equal employment opportunities for individuals with disabilities.
The Section 503 new regulations are right around the corner and take effect March 24, 2014! AJE is coordinating with OFCCP experts to educate federal contractors on the new changes.
Are you ready for the new regulations? DO you understand the intricacies and demands of the new regulations and what do you need to know to comply? Continue reading →
In 2012, approximately 2.6 million of the nation´s veterans had served during Gulf War-era II. The unemployment rate for this category of veterans was 9.9 percent, compared to nonveterans at 7.9 percent. In this same year, the unemployment rate for male Gulf War-era II veterans age 18 to 24 was 20.0 percent, higher than the rate for nonveterans of the same age group (16.4 percent). In response to this data and the issues facing our returning veterans looking for employment, the Office of Federal Contract Compliance (OFCCP) revised TheVietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). The new VEVRAA regulations’ goals are to strengthen contractors’ affirmative action and nondiscrimination responsibilities and address the barriers veterans face upon returning to civilian.
On January 31st, 2014, The OFCCP has mailed advance notice audit letters to about 2,100 employers pre-warning them of a near future audit for compliance with the new rules governing VEVRA and Section 503 (for candidates with disabilities). Are you ready for the new regulations? What do you need to know to comply? Are you in compliance now?
The VEVRAA new regulations are right around the corner and take effect on March 24, 2014.
AJE is coordinating with OFCCP experts to educate federal contractors on the new changes. Continue reading →
While half of the nation was under a thick blanket of snow and many schools and offices remained closed on February 5, almost 500 HR and compliance professionals called in to the highly anticipated webinar hosted by AJE President Rathin Sinha and Ahmed Younies, President of HR Unlimited. As the new regulations related to affirmative action and improvement of hiring and employment of veterans and people with disabilities go in to effect on March 24, the interest is very high to learn about the details of the changes and roadmap for implementation. The attendees were not disappointed. Both Ahmed and Rathin are industry leaders in their respective areas and they were not holding back to share their perspective and expertise. “This was a great webinar” exclaimed Pamela Headsten who was in attendance for her organization attendees in a note to Rathin “ I have been studying and researching this area aggressively for months now, and this was the single best source of information I have found yet. Thank you for doing this. Keep it up”. Continue reading →
In less than 90 days, on March 24, the new regulations to improve hiring and employment of veterans and individuals with disabilities (IWD) go into effect. These final two rules announced on August 27, 2013 represent major step forward for the affirmative action agenda of the OFCCP leadership that has been active and engaged since the first term of the current administration. According to Patricia Shiu, the Director of the OFCCP these revised rules represent “…an important step toward reducing barriers to real opportunities for veterans and individuals with disabilities”. The new regulations strengthen the existing mandates requiring federal contractors and subcontractors to affirmatively recruit, hire, train and promote qualified veterans and individuals with disability. The new regulations require contractors to set a goal for recruitment and employment from the above two groups, and annually measure progress through quantifiable metrics. They also establish stringent recordkeeping requirements, and provide clear guidelines for mandatory job listing for protected veterans at the state Employment Service Delivery Systems (ESDS).
These new revisions are “game changers” – that is, they truly transform affirmative action from ‘best effort’ programs to a regiment of programmatic measurable sets of action with clear objective of continuous improvement. These changes require that every contractor clearly understands the regulations, develops and implements a comprehensive affirmative action program, and perhaps partner with service providers who can assist with AAP preparation, data analysis and recruitment outreach and record keeping. This is not the time to go solo – not a period to be penny wise while risking pounds, and more importantly, jeopardizing the reputation of your business. Attracting talent is similar to attracting consumers and customers – the reputation of your business counts.
At America’s Job Exchange, we are tracking the regulatory changes, implementing new processes and investing in new infrastructure to help you succeed. We are working with some of the most recognized and reputable enterprises in the nation, and developing solutions that not only aim to fulfill the regulatory requirements, but use these changes as an opportunity to help our customers revamp the recruitment programs for true competitive advantage in the war for talent. I encourage you visit our resource page that gives you information and tools. Attend future webinars that we have organized to engage in meaningful discussions, familiarize yourself with the OFCCP pages, and work with the experts so you are not just ready for the regulations, but ready to seize the opportunity. We all know that change is challenging, but to the real winners – change is real opportunity! So, get prepared. The clock is ticking and opportunity is knocking.
Reflecting on diversity initiatives on this MLK birthday, it is safe to say that although tremendous progress has been made since the signing of the Civil Rights Act of 1964, there are still challenges faced by African Americans, women, Hispanics, disabled, and other minority groups as evidenced by employment numbers, and how the OFCCP regulations call for affirmative action.
The ethnic make up of the U.S. is changing at a faster rate than originally predicted, according to latest census reports. Therefore hiring diversity is inevitable and far beyond reasons of compliance and good faith efforts.
When organizations hire talent who are slightly “disadvantaged” in society, it shows corporate compassion and responsibility. Such candidates then get a “break”. Many members of these disadvantaged groups are assisted by tax supported social service programs. Hiring them gives them an opportunity to convert themselves from tax users to tax payers. Click here to learn about how to hire diversity. Hiring diversity brings with it, its own set of compliances challenges. To learn how to navigate OFCCP compliance requirements, click here. Continue reading →