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Tag Archives: engagement

You’re Not Being Braggadocious: Why it’s OK to Highlight Your Company’s Diversity & Inclusion Efforts

To market, or not to market, that is the question. Hamlet may not have said this exact phrase, but employers across the country are asking themselves this very question, and many have opposite answers…at least when it comes to an inclusive work culture and/or hiring initiatives focused on people with disabilities (PWD) and veterans. Why the debate? Isn’t it a good thing? Of course it is…but let’s take a look …Read More

How to Lose Employees in a Hurry – The Newbie Treatment

Reducing employee turnover is a central goal of any organization. For each employee lost, turnover costs can easily amount to $5K+, depending on the position. Just think of the cost of new job postings, recruiting fees, training, increased OT from other employees filling the load and lost productivity. It adds up quick with turnover taking a significant bite out of profits. When analyzing turnover, organizations often take a top-down perspective, …Read More

Julie Cuesta’s Journey to a New Career at Synchrony Financial

Here at Disability Solutions, we know inclusion works. It not only creates a more inviting work culture, but it also helps your business by increasing retention rates and improving your employer brand with both customers and potential team members. We work with our clients to design and implement disability hiring initiatives. Our Consultants are able to work with both Human Resources and other executives at the company as well as …Read More

People Development vs the Constant Recruiting Cycle

In the 24 hour recruiting and sourcing talent cycle, companies are overloaded with information and surrounded by dozens of options to find and assess potential talent. Despite the intelligence and diversity of options available, employers are dealing with issues that have come upon them both gradually and suddenly. In a recruiting focused world, how can employers stem turnover and focus on the talent they have already hired? Why do our …Read More

Thoughts on Disclosing a Disability

Individuals with “invisible” disabilities are often faced with the decision as whether they should self-identify to an employer.  Even professionals with physical disabilities may have conditions which are not readily visible. Should they disclose? Let’s examine this question and why the decision to self-identify can be difficult. One of the strongest reasons why the decision to self-identify is so difficult is that there is a great deal of fear surrounding …Read More

The Positive Interviewing Strategy:

Increase Success in Identifying High Potential Jobseekers with Disabilities The process of interviewing jobseekers has a simple goal: Identify the jobseeker with the highest potential for success. The interviewer’s objective is to engage each candidate in such a way that he or she can accurately judge the jobseeker’s likelihood of success in the both the job itself and within organization. The cost of not getting this right? Substantial. Poor hiring …Read More

WHY IS IT SO HARD TO FIND (AND HIRE) PEOPLE WITH DISABILITIES?

I have to be honest, I have spent 2 MONTHS writing this single blog post. Bloggers block? Laziness? Frustration? Probably. After attending a conference in August, I decided I was going to write the classic bright shiny objects (BSO) blog, an opportunity to point out what I saw as obvious distractions in the current approaches to outreach and hiring in the disability talent pool. After a chat with a friend …Read More