When Things Aren’t as They Seem (Non-Obvious Disability and Employment)

Katie, a potential employee, interviews with your company.  She is well qualified to perform the essential functions of the job for which she has applied.  The new employee is a wheelchair user; therefore, you recognize that some reasonable accommodations should made to ensure equality in the work environment.  You gladly work with the new employee, as you would any employee, because you want her to be successful in her position.  What about employees or potential employees who may have a non-obvious disability?  According to the Census Bureau’s Survey of Income and Program Participation, only 26% of people who have a significant disability that limits one or more major life areas use a mobility device, a common indicator of disability.  Use of mobility equipment alone cannot be a predictor of disability.

As Employers, we must be mindful of the employee who may have a non-obvious disability.  According to the National Alliance on Mental Illness, one in five people in the United States will experience mental illness.  Depression is the most commonly experienced mental illness and is the leading cause of disability worldwide.  Additionally, 18% of the US population live with anxiety disorders.  Moreover, arthritis continues to be the leading cause of disability in the US.  Nearly 23% of our population cope with arthritis and the serious impact it has on their quality of life.  According to the Centers for Disease Control (CDC), nearly 66% of working age adults have arthritis and 8 million working age adults report that their ability to work is compromised by arthritis.  The CDC reports nearly half of our population experience chronic illness.  These include cancer, stroke, heart disease, and diabetes.  As the population of the US ages and medical advances allow people with non-obvious disabilities to live longer, the need for workplace accommodations will grow. Continue reading

Job Search Tips for Women in Celebration of Women’s History Month

March is Women’s History Month, an annual observation dedicated to highlighting the contributions of women in history. The female presence in the workforce is increasing in just about every industry. With women working more, their earnings have become a growing share of the family income. For those currently looking for work, here are some strategies to employ during your job search.

Put your Social Skills to Work and Network Effectively

According to a Brandwatch blog, women are biologically wired for social networking.  When it comes to the Internet, women are more engaged than men. Take advantage of your digital savvy and use the Internet, social media and job sites as the basis of your job search.  The natural charisma, articulation, and grace of women can be powerful tools of persuasion. Show off your confidence by creating conversations, leading groups, and attending multiple in-person networking events. LinkedIn is a forum for connecting and networking.  There are many helpful groups that you could join to interact with like-minded people.  All-women networking groups have cropped up in recent years and can be easily found through LinkedIn.

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America’s Job Exchange is hosting its first Twitter Chat!

Please join us on October 7, 1:00 PM EDT, to celebrate National Disability Employment Awareness Month (NDEAM). The theme is “My disability is one part of who I am” and we hope you will join the discussion and ask questions about important disability hiring issues like disability inclusion, disability etiquette and more.

How to participate

  • You must have a Twitter account. If you don’t have one, just visit Twitter.com and fill out the form with your name and email and create a password to sign up
  • To help make this Twitter chat easier for you to follow along and participate, we created a “room” using Twubs. Simply go to: http://twubs.com/NDEAMchat
  • You will need to authenticate Twitter to be able to participate and tweet directly from here.
  • Type in #NDEAMchat in the search bar9-29-1
  • At 1:00 PM, EDT, we will begin and our moderator will welcome participants, begin asking questions. You will see Q1, Q2, Q3 … to signal that a question is being asked. For our first Twitter chat, we have some topics and questions outlined, but encourage all participants to chime in with questions and comments
  • As a guest, we welcome you to answer our questions and ask questions of your own. When participating, please use @ajejobs and #NDEAMchat so we know you are participating9-29-2
  • Feel free to share Tweets from within the chat with your network, perhaps by re-tweeting with comments, but don’t forget to use hashtags so people can follow along9-29-3
  • Pause is a good option if there are too many Tweets and you need time to catch up
  • Feed Speed is the tab name on Twubs that allows you to control the speed. The conversation should auto-refresh for you every 10 seconds, but you are welcome to refresh as needed9-29-4
  • If you ask a question or reply to someone in the chat, use the hashtag so everyone can be in on the conversation

We look forward to your participation and your feedback! See you on October 7 at 1:00 PM, EDT. In the meantime, follow us @ajejobs.

 

Hiring Candidates with Disabilities-Three Examples

blog-disabilityFor companies with federal contracts, OFCCP would like to see employees with disabilities totaling 7% across all job groups. For successful recruitment and retention, such companies need effective outreach and recruitment measures that would allow them to reach this goal. Below are examples of three companies who have made a big difference in the lives of candidates with autism.

Mary Ellen Smith, Microsoft’s corporate vice president of worldwide operations, in a blog post early this year (April 3, 2015), announced the company’s pilot program to hire candidates with autism for full time positions at the firm’s Redmond offices in Washington. For this initiative, Microsoft has partnered with Specialisterne, a company that helps candidates with autism find meaningful employment. Microsoft’s pilot scheme will initially recruit 10 people with autism. If successful, the scheme could extend to more vacancies worldwide.

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JOB SEEKER BEST MOVES FOR 2015!

The New Year is around the corner and we hope you are revved up for a successful job search starting now. Outlined below are your best moves for 2015. The US employment market is expected to strengthen in the New Year so get ready to find

For starters, update your resume. Use action verbs and list achievements. Find resources on resume building on our site. This is your prime marketing tool so build it with precision, accuracy and pizzazz. Get noticed!

Sign up for job alerts at our website. America’s Job Exchange uses Job Scouts to get job alerts directly to your email.

Send your resume to job boards such as ours for resume distribution. We have access to millions of potential employers and by registering with us you can access that extensive database. It saves time and gets results quickly.

Prepare for your interview. When you are granted an interview, you need to prepare very carefully. It is your chance to create the best impression that you can and show a side of you that cannot be demonstrated through a resume. People like to hire people they can connect with and with whom they think they can work well. Check out our site for interview success.

Staying updated and current in your profession is a must these days. The market out there is competitive so having an edge will help you get ahead and stay ahead. We can help you find the best online education program.

All the best in your job search and know that we are always here to assist you.

 

 

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