Have Your Heard? AJE is Hosting a Virtual Fair!

America’s Job Exchange (AJE) is very proud to unveil its first virtual career fair, January 14, 2015, 12pm-5pm. Virtual job fairs have existed for a while but now are becoming more mainstreamed and being recognized as a very useful tool by both job seekers and employers.  

AJE’s virtual career fair will match companies with candidates with the right skills in the comfort of home or office. AJE has a huge candidate pool that employers could access and either fill open positions or build their pipeline. In fact a virtual fair is the best way to reach candidates as you can access a wide pool nationally or internationally!

On the actual day of the event, employers will have a chance to chat with candidates in a real-time live chat that is timed so that they can interact with numerous talented job seekers. As they chat with job seekers, employers will also get to see on their screen pertinent candidate information that could pique their interest and they could learn more about them. Recruiters will also have a chance to ask candidates to upload their resume and if a match, the candidates could be moved along the hiring process quickly or referred to another colleague.

The advantages of the AJE virtual job fair will be that the travel expense and other costs are completely eliminated and there will be access to candidates from all over the nation. We are using a technology platform that makes the whole experience very easy and efficient. After employers sign up with AJE, we will send links for booth set up and for training sessions. Training sessions are online and once every week so employers can learn how to set up their online, branded booth including displaying open jobs, embedding videos and relevant company information. You register to attend the event and submit information to build your fully branded custom booth, including the ability to display open positions, videos, benefits information and more. Accounts for multiple members of your team will be created so you may have up to 3 recruiters manning your online booth. On our end, we will provide Dedicated, personalized account support and promotion of your company leading up to the event. Post event, you will receive all chat transcripts and depending on what package you buy, all candidate resumes or resumes of candidates you chat with.

So what can you expect on the day of the online career fair? During the live event candidates browse your booth, your live discussion thread and then choose to chat one-on-one. During a chat, you can view candidate profile and resume. The text based conversations are efficient, each chat is timed and key candidate information is available during chat. After each chat, your recruiters can rate the conversation and take notes. You can also email candidates directly from the platform to move them through your hiring process by using your dashboard to track and follow connections and quickly identifying top candidates or forward candidate information, along with your chat transcript, to a colleague. Finally, you will get data you need to track candidates- registration updates, attendance metrics and Splash page Analytics.

The prediction is that virtual job fairs will be the way of the future as it gives both candidates and employers an opportunity to make informed decisions based on virtual interactions and traditional job fairs will become mostly an interview forum. Nothing can replace a face-to-face, but face time with a candidate who has piqued an employer’s interest is a more meaningful meeting and may lead to a job offer.

So, what are you waiting for? Check out the details here and sign up for AJE’s Virtual Job Fair.


Contact your Account Manager today!


America’s Job Exchange Announces Partnership with the Job Accommodation Network


The Department of Labor, Office of Disability Employment Policy (ODEP), upholds National Disability Employment Awareness Month (NDEAM), held each October. It is a national campaign that raises awareness about disability employment issues and celebrates the many and varied contributions of America’s workers with disabilities. The theme for 2014 is “Expect. Employ. Empower.”

America’s Job Exchange has signed a partnership with the Job Accommodation Network to allow its customers access to resources and information that would help them boost their 503 compliance efforts by having at their disposal, a variety of tools, content, resources and expert guidance on disability recruitment and retention. As the new OFCCP regulations call for a 7% utilization goal in each job group, federal contractors have their work cut out for them.

America’s Job Exchange is a leader in OFCCP compliance and diversity hiring. We assist thousands of employers find talent while at the same time satisfying their OFCCP compliance requirements. As Rathin Sinha, President, AJE, puts it “”Helping candidates with disabilities gain meaningful employment is a mission for AJE.

“People with disabilities bring in critical skills, strong work ethic, commitment, and drive for success that are highly valued by federal contractors to strengthen their OFCCP compliance programs.”

The Job Accommodation Network (JAN), is the leading source of expert and confidential guidance on workplace accommodations and disability employment issues. JAN helps people with disabilities enhance their marketability and helps employers utilize effectively the value and talent people with disabilities bring to the workplace.

“We are excited to partner with AJE to broaden the depth and breadth of knowledge about candidates with disabilities,” said Louis Orslene, Co-Director of JAN. “Both our organizations are passionate about carving the way for talented candidates despite disabilities.”

So employers, stay tuned for more information from AJE to learn how to access from the AJE website, valuable resources pertaining to disability hiring.






Employment Summary for September 2014


The first Friday of every month is when employment data is released. The September data looks encouraging and employment increased in professional and business services, retail trade and health care.


Employment increased by 248,000 in September compared with an average monthly gain of 213,000 over the prior 12 months and the unemployment rate decline by 0.2 percent to 5.9 percent. Business and professional services added 81,000 jobs in September as compared with an average gain of 56,000 per month over the prior 12 months. Employment in retail trade rose by 35,000 in September. The biggest news in retail is that food and beverage were able to add 20,000 jobs and put people back on payroll as a disruption in a New England grocery chain store was resolved. Health care added 23,000 jobs in September as employment in hospitals and health care services rose.

Although job opportunities went up in several industries, the demographics that mostly decreased their unemployment rate were white males (5.3%) and Hispanics (6.9%). The rates for women, teenagers and blacks have showed little change from the year earlier.

Among people who did not have jobs, there is a group of long-term unemployed, who have been jobless for more than 27 weeks and that was essentially unchanged at 3 million in September. This group accounts for 31.9% of the unemployed. Also among the unemployed, people who lost jobs and who completed temporary jobs decreased by 306,000in September to be at 4.5 million.

Then there is the part-time group that is also called the involuntary part-time workers, who would have preferred to have full time employment but were employed in a part-time job either because their hours were cut back or because they were unable to secure full-time employment and they remained constant at 7.1 million.

The group that is marginally attached to the labor force, meaning that they do want to work and are available for work but are not considered unemployed as they have not looked for jobs for at least 4 weeks were at 2.2 million. Good news is that the “discouraged workers” in this group, that is people who are not looking for work as they have given up hopes of finding a job went down by 154,000 in September from a year earlier to 698,000.

Employment in information increased as well as in construction, hospitality and finance. Jobs in food services and drinking places also increased and are up by 290,000 over the year.

So the outlook looks quite good and hopefully even better numbers will emerge for October. The jobs are there and growing so seize them! Get ready by sharpening your skills or acquiring new ones. Also, register with www.americasjobexchange.com to upload your resume to a database that is widely accessed by hundreds of employers looking for talent. You can also avail of our resume writing services. Additionally there are a wealth of seeker resources on our site like blogs and career articles and education resources and job scouts that you can access for a successful and fulfilling job search experience!





AJE Giveaway Winner Stephanie Teasdale

Winner- Stephanie Teasdale!

The NILG in Washington D.C. was the forum for great affirmative action discussion and knowledge gathering of the new OFCCP regulations. America’s Job Exchange (AJE) was there as a silver sponsor exhibiting its compliance solutions, making new connections and reconnecting with existing ones. It was a hub of wonderful and exciting discussions about the ways to navigate the new OFCCP regulations and gather as much information as possible as a provider of compliance solutions to our customers.

We are excited to announce the winner of our Samsung Galaxy giveaway, Stephanie Teasdale. Stephanie is the Affirmative Action Compliance Program Development Manager for Hewlett-Packard Company (HP) based in Plano, TX. She is in charge of the strategic development, design, and implementation of Affirmative Action and EEO Compliance.

 Stephanie partners with the business and ensures their understanding of the new regulations and proper implementation into the HP Way Now Culture. She is very interested to learn about the OFCCP’s expectations after the transition year is over. She attends conferences to seek more information regarding this.   In the meantime, the most important thing is to be vigilant at all times, conduct internal audits to determine any gaps or shortfalls, train on the importance of the program, and be willing to adapt your program to yield positive results.

 Stephanie attends the NILG annually to stay on top of laws and regulations that affect the Affirmative Action community. She vouches for the benefits of networking and idea generation with colleagues. The challenge in this type of role is the requirement of intimate knowledge of the regulations and the ability to interpret them to help guide your company’s policies, procedures, and practices. Confusion still persists in the interpretation of the new OFCCP regulations around VEVRAA and Section 503, attending webinars, conferences and networking extensively is an absolute must!

 Her best advice is “Read the regulations yourself and understand how it affects your company directly. Without this understanding, you cannot build an effective and evolving program.”

 Thanks so much Stephanie for your time and congratulations again!







From the NILG Floor

August 5-8, 2014, were a few busy days for America’s Job Exchange. Exhibiting at NILG, we were in the midst of the electrifying atmosphere of the 50th year of the Civil Rights Movement and a host of employers who were actively seeking to recruit talent of diversity and understand the compliance issues that are related with affirmative action and EEO hiring.

We were happy to display our compliance solution to many prospective customers and thrilled to see many of our existing customers who stopped by to say hello. The new regulations that have tightened the requirements for diversity hiring, especially for veterans and candidates of disability, make outreach and OFCCP compliance related steps even more critical. Outreach and reporting are two sides of the same coin, so effective outreach has to go hand in hand with meticulous and organized reporting. Continue reading

The Value of Understanding Adverse Impact

Adverse impact is the analysis of selection rates of protected and non-protected groups. According to the guidelines “a selection rate for any race, sex or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four-fifths rate will generally not be regarded by Federal enforcement agencies as evidence of adverse impact.” For example, say there are 135 applicants: 72 non-minority compared to 63 minority.  Seven of the 72 non-minority applicants were hired, which is a 9.7% hiring rate. On the other hand, 3 of the 63 minority candidates were hired making the hiring rate 4.8%.  The 80% rule states that the selection rate of the protected group should be at least 80% of the selection rate of the non-protected group. So, in this case, the adverse impact is 49.5%. Common adverse impact analyses have been traditionally minorities vs. non- minorities, or males vs. females. Now, more detailed analyses are conducted to understand the “favored group.” Continue reading