Job Boards Perfect for Diversity Recruiting Efforts - Workology

Job Boards Perfect for Diversity Recruiting Efforts - Workology The Importance Candidate Source and Self-Identification Job boards remain an excellent way to engage talent, especially diverse candidates. This is especially important if you are a federal contractor and required to focus on good faith efforts for nine protected classes that include:  1)  Age (over 40), 2)  Disability, 3)  Genetic Information, 4)  National Origin, 5)  Pregnancy, 6) Race/Color, 7) Religion, 8) Sex and 9) Veterans.   Under the required outreach efforts of the new VEVRAA and Section 503 regulations, federal contractors and subcontractors must undertake appropriate outreach and positive recruitment activities that are reasonably designed to effectively recruit qualified individuals with disabilities or protected veterans. This means: Contractors must engage in outreach and recruitment efforts to attract individuals with disabilities and protected veterans. Contractors must ask job candidates to self-identify if they are a protected class in order to demonstrate their outreach efforts using annual published hiring benchmarks. Outreach to attract females and minorities is still necessary to meet good faith outreach efforts. Contractors must conduct an annual self-assessment of outreach and recruitment efforts, a document such assessment and measure effectiveness. Contractors are required to document all outreach and recruitment activities and retain these records for three (3) years. Good Faith Recruiting Efforts As part of this outreach, employers must establish and focus on good faith recruiting efforts focused on engaging protected classes, building relationships and encouraging them to apply for their open job opportunities. One of the more popular means to target diverse candidates is with diversity job boards. Talent acquisition teams are abler to publish job postings on diversity affinity sites and use the job boards candidate database to drive candidates to apply for job openings. Since the changes to the OFCCP guidance in 2014, there is more focus on the metrics behind good faith efforts. Long gone are the days when you could simply fax your job openings letter quarterly to a number of diversity focused non-profits or even rely on print advertisements in diversity magazines. In the past, theses were two of the more popular good faith tactics used by recruiters including myself pre-2014. The focus is now on the results of those outreach and good faith efforts with the end goal of gett ing diverse candidates to apply. The Importance Candidate Source and Self-Identification Because of these changes to the OFCCP guidance, companies must focus on being able to report the source of the candidate and their protected class status. Federal contractors must hire a percentage of employees each year that are veteran as well as employees with disabilities. The employee percentages for these two specific protected groups change annually. The DOL issues a hiring benchmark for each of these protected groups. Your source of hire as it relates to hiring benchmarks, as well as your candidate from protected communities, are something that the OFCCP will ask for when they are conducting an audit of your organization. This is why having hard metrics to support your good faith efforts as well as your source of hire is extremely important. In terms of determining the candidate source as part of the application process, companies can rely on asking job seekers to self-select their own source or they can activate the cookie feature that is contained with the ATS. Cookies are a small piece of data sent from a website like your career site or job board and are stored on the users computer by the users web browser while the user is browsing and more importantly applying for a specific job opening. Using cookies are the best way to track candidate source of hire because candidates arent always truthful. They want to get a job and many candidates think that their protected class status can hurt not help their chances of getting hired at your company. They likely dont understand the reason why you need this information and more importantly, that it is only used in your affirmative action reporting and not in the candidate hiring process. Once a candidate beings to apply for a job posting, companies need to include the option for candidates to self-identify for a protected class as early as possible in the hiring and application process. Because of the increased focus on hiring benchmark, its an essential part of remaining in compliance, avoiding fines and passing the OFCCP audit process. Included in this list below are diversity job boards employers can consider as part of their diversity outreach efforts under the OFCCP. Additionally, I have provided additional diversity communities that are not yet considered protected classes. If you are expanding your outreach to these other diverse communities, Ive included job boards that reach these different type of candidates as well. List of Diversity Job Boards HR Recruiting Compliance Over 40 Retired Brains. A job board for job seekers who are retired baby boomers. Baby Boomer Jobs. A job board that is part of the Beyond.com family of job boards. LGBTQ Campus Pride. A job board for the college LGBTQ community run by a leading national nonprofit organization. Out and Equal. Non-profit community and resource center that includes a job board. Disability Recruit Disability Jobs.  A job board for job seekers who have disabilities powered by the Sierra Group. Ability Links. A long time digital community that includes a  job board for persons with disabilities. Veterans Vet Jobs.  A job board for military veterans of all branches of service. Recruit Military. A job board and community for military veterans. Women Women for Hire. Tory Johnsons business and career community specifically for women. Individual or group posting packages. Military.com. In addition to their veteran and military job board, they also have job postings and a community designed to engage the military spouse. African American Black Jobs. Independent job board and largest African American career community online. IMB Diversity. Career community and online resource for African Americans that offers advertising and job board posting opportunities. Hispanic Hispanic Today. This career search engine is part of the National Labor Exchange but offers paid job postings with Equality Magazines. Click here to access their placement price list. Hispanic Professional Latino Association. The organization is known for publishing a set of lists of Americas Best Places For Latinos To Work also has an active job board and job seeker community. Multiple Communities Professional Diversity Network.  A network of affinity diversity groups including African American, Hispanic, Asian, disability, LGBT,  veteran, and women communities. Diversity Jobs. Offers a variety of focused minority job boards with options to post jobs manually or that are scraped from your career site. Beyond.com. Offers a variety of diverse job posting options within their large number of job boards. Other Diversity Communities You Should Consider That Arent Protected Classes 70 Million Jobs. A job board specifically for candidates who have a criminal record. What job boards are you finding produce success in terms of meeting your hiring benchmarks and good faith efforts when it comes to diversity? Please leave a comment as Ill be updating this list frequently to help companies who are federal contractors.

4 reasons you didnt get the job, and why you should be happy about it

4 reasons you didn't land the position, and why you ought to be upbeat about it 4 reasons you didn't land the position, and why you ought to be glad about it Notwithstanding your work understanding, esteemed degrees or how well you arranged for the meeting, eventually, we as a whole find dismissed for a line of work opportunity that we truly needed. Regardless of the wound to our inner selves, frequently these dismissals are gifts in disguise.Over the course of my vocation, I've worked with numerous administrators that thought back later on the fantasy occupations for which they weren't chosen and understood that they stayed away from a significant profession botch. Looking back, they see that finding those employments would have placed them in an inappropriate domain or drove them off course.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!But in case you're presently encountering the sting of dismissal, here are four motivations to contemplate while considering why you didn't land the position â€" and why you ought to be appreciative for it.1. Y ou weren't qualifiedThe purpose of accepting on another open door is to learn new things and increment our vocation direction. This much of the time drives us to target employments for which we're not (yet) completely qualified. I urge my customers to meet for these sorts of stretch opportunities.But actually, there will be times when the organization needs to enlist somebody that can get straight down to business with insignificant developing torments. In the event that you aren't that up-and-comer, you should be thankful that they didn't recruit you. I realize it damages to get the much appreciated, however pass message, yet there's nothing more terrible than beginning a new position with inconsistent desires for what you can convey and how quick you can come up to speed.Be happy you avoided this projectile and continue meeting for other stretch jobs. Try not to get debilitated. The following position might be a superior fit.2. They weren't prepared for what you needed to offerBei ng over-qualified is a genuine issue and you may have unearthed an association that isn't prepared for the aptitudes and ability that you bring to the table.I realize this seems like the work of art, The fault here is entirely mine separation line, yet it's a genuine reality that you would have gotten disappointed attempting to carry your gifts to a workplace that wasn't set up to exploit them. This is frequently evident when an association says during the early meetings that they need to be top tier or make a noteworthy social move, yet as they become acquainted with you and your aptitudes better, they may understand that they don't really need (or basically aren't prepared for) the measure of progress required to assist you with being successful.Again, this is a blessing. You need a reputation of achievement and this activity would have set you up for failure.3. They would not like to pay you what you're worthSometimes, not getting an offer appears to be unimaginable. You adored t he way of life, you're unmistakably qualified and they were by all accounts similarly as intrigued by you as you were in them. At that point you get the news that no offer is coming â€" they gave the activity to an inward up-and-comer or somebody progressively junior. It's baffling.But don't let it shake your certainty. Regularly this has to do with a jumble between your pay desires and what they would have liked to spend on the job. None of us need to work at a spot where we need to implore them to pay us a sensible compensation. What's more, if the organization was happy to release you and recruit somebody less expensive, they presumably weren't as dedicated to the business target you would have addressed.And, in addition to the fact that they would have paid you short of what you merited, however they additionally wouldn't have esteemed your work as much as you would have loved. You ought to be happy you weren't extended to this employment opportunity since you may have taken it. 4. You didn't generally need itBe fair with yourself: Was this actually your fantasy work or would you say you are simply prepared to escape from the pressure of your present place of employment? There have been times in my profession where the last was valid and I simply needed a way out.I persuaded myself to meet with an organization I loved, yet for work I realized I wouldn't appreciate. I've acknowledged proposals from organizations I previously presumed weren't a decent social fit for me. Were both of these valid for you? Did you truly need this activity? What's more, if not, by what means may you have attacked the procedure? Is it safe to say that you were delayed to react or did you neglect to development? Were you severely genuine in responding to interviews inquiries with the expectation that they may dismiss you?The uplifting news is, they did. You're one of the fortunate ones. Be grateful.Kourtney Whitehead has concentrated her profession on helping individuals arrive at their work objectives, from official ventures to guiding to vocation advances, through her situations at top official selecting firms and counseling organizations. Her webpage, SimplyService.org, is an online network concentrated on supporting the formation of profoundly focused work lives. She is a looked for after speaker and digital broadcast visitor. Her new book, Working Whole, shares how to join profound and work life.You may likewise appreciate… New neuroscience uncovers 4 ceremonies that will fulfill you Outsiders know your social class in the initial seven words you state, study finds 10 exercises from Benjamin Franklin's day by day plan that will twofold your profitability The most noticeably terrible slip-ups you can make in a meeting, as per 12 CEOs 10 propensities for intellectually resilient individuals

Resume Writing Services in Massachusetts

<h1>Resume Writing Services in Massachusetts</h1><p>You might be befuddled by the plenty of sites offering resume composing administrations in Massachusetts. Try not to stress, there are no deficiency of experts who can compose a phenomenal activity resume.</p><p></p><p>More businesses are requiring the utilization of expert resume composing administrations in Massachusetts. This is on the grounds that their candidates have a ton to pick up by utilizing these expert specialist co-ops. At the point when you enlist an expert in Boston, you are permitting the recruiting director to pick up bits of knowledge into your qualities and shortcomings and through this, enlist the candidate based on a superior comprehension and the opportunity to manufacture a solid relationship with the applicant.</p><p></p><p>Most proficient resume composing administrations in Massachusetts offer online instruments that assist businesses with se ttling on educated choices about who to enlist. They additionally offer state-of-the-art tests to assist them with composing a stellar resume for the activity seeker.</p><p></p><p>Another advantage of employing resume benefits in Massachusetts is that they permit the recruiting administrator to keep up power over employing choices. The recruiting administrator can work with qualified possibility to pick those competitors who are most appropriate for the position, and just those applicants who meet their employing rules. This diminishes the requirement for the recruiting chief to over and again reexamine the application procedure and sit around talking up-and-comers again.</p><p></p><p>You ought to likewise realize that employing proficient resume composing administrations isn't free, however it is positively a generally excellent venture that will pay off as far as holding control of the employing procedure. Why burn through your time going after positions when you can give your resume to a resume support and get a chance to fill a key situation with a quality candidate?</p><p></p><p>You ought to likewise realize that employing proficient resume composing administrations in Massachusetts is an exceptionally down to earth and sound thought. This is on the grounds that an expert composing administration is consistently mindful of late patterns and can offer significant bits of knowledge into the way toward choosing the correct up-and-comer. There are some genuine preferences to employing an expert help. While numerous potential candidates may imagine that they can compose an extraordinary resume without help, realize that a resume, when composed by an individual, regularly doesn't put on a show of being proficient, nor does it give the employing supervisor the data the person needs.</p><p></p><p>Resume benefits in Massachusetts ensure that the resume you compose for t he pursuit of employment comes out precisely how you need it to. You should attempt to remember that employing experts to accomplish the work for you is a sound and demonstrated idea.</p>

The real reason the company never called you - Copeland Coaching

The real reason the company never called you Interviewing for a job is an incredibly personal process â€" at least for the job seeker. If you’re looking for a new job, you know the frustration when a company doesn’t call you back. It stings like rejection. It can leave you reeling â€" wondering what’s wrong with you. First, let me say that I don’t think companies truly understand what this experience is like. If they did, they would take the time to let you know when they’ve moved on to another candidate. They would thank you for the hours you put into their process. They would treat you like a person worthy of respect. But, given the reality of things, this often doesn’t happen. So, let’s talk about why you may not have been hired. It may be less personal than you realize. First, think back to how you applied for the job. Did you apply online? If so, it’s possible the hiring manager doesn’t know your name. That’s right. They may not know you have applied. That sounds counter to what companies are telling us when they say, “Apply online and if you’re a fit, we’ll call you.” But, put yourself in the shoes of the hiring manager. If you were looking to hire someone, where would you start? Chances are good you’d think of people you know. Then, you’d look to friends to recommend their friends. You wouldn’t pay attention to online applications unless you didn’t have someone in mind. If you were selected for an interview, and gave it your very best, you may wonder why you didn’t make it through to the end. Often, when a manager decides to hire a new employee, they have a candidate in mind. That person already works for the company and they can easily move into the new spot. They have experience and insider knowledge. Unfortunately, this doesn’t stop the hiring manager from interviewing others. And, you can bet that in no interview will the hiring manager ever say to you, “We appreciate you coming. Unfortunately, this interview is for show. We already know who we’re really going to hire.” You have no way to know when this is happening. One last reason you might have been hired â€" the job is not available. Of course, it was available at some point, but there are a number of situations where a job will be put on hold or canceled. For example, if the hiring manager is promoted, or leaves the company, the position may be put on hold. Typically, the company will want to backfill the hiring manager’s position first. Rarely will the company reach out to you to tell you the hiring manager has quit or was fired, so it’s doubtful that you’ll know this either. As you can see, none of the things listed above are really about you. They aren’t about your experience or whether or not the hiring manager liked you. So, take heart. Keep applying, and keep networking. Eventually, you will hit one out of the park. Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.