Recruiting Veterans and the Disabled

 The best way to express appreciate to our veterans is to help them find jobs.  Government contractors have this obligation as part of their affirmative action programs.  However all organizations can engage in efforts to help veterans enter the civilian workforce.

Examples of Best Practices: 

Find Qualified Candidates

  • Evaluate what works and what doesn’t.  If a source is not providing the candidates you need, move on to other sources
  • Meet with other employers (business leadership networks) and share strategies, experiences and lessons learned.

 Build the Talent Pipeline:

  • Review current practices to identify barriers for recruiting candidates with disabilities and veterans
  • Utilize special internship programs (WRP) http://askearn.org/
  • Contact campus offices serving students with disabilities and veterans
  • Participate in specialized career fairs
  • Identify sources of recruitment for all levels of employment
  • Train recruiters to recognize the applicability of military  skills and positions for civilian jobs
  • Post vacancies on specialized job boards

 Recruitment Resources for Veterans

Employer Resources for Veterans

The Value of a Veteran:  www.thevalueofaveteran.com/ -- specializes in educating human resources professionals on the best practices for finding, recruiting and retaining military service members and veterans with disabilities.

Internships for College Students with Disabilities:

  • Workforce Recruitment Program: www.wrp.gov
  • Emerging Leaders: http://www.emerging-leaders.com/
  • Entry Point: http://ehrweb.aaas.org/entrypoint/
  • AAPD Internship Program: http://www.aapd.com/what-we-do/employment/internship-program/

 Career Opportunities for Students with Disabilities:

  • http://www.cosdonline.org/

 Youth Councils at One-Stop Career Centers:

Government Contractors:

In compliance reviews of federal contractors’ affirmative action programs, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has increased its focus on outreach for veterans and the disabled.  Revised regulations are pending, but regardless of whether or not they are finalized, government contractors have always been and are required to engage in good faith efforts to employ and advance these groups. 

What are compliance officers looking for in audits to show that contractors are complying with their obligations?

  • Committed relationships with organizations representing the disabled and veterans. 

Put some active calorie burn into these efforts. 

    • Identify and reach out to these agencies at the local, regional and national level and list your jobs with them
    • Visit potential recruitment sources and seek opportunities for involvement
    • Find out what type of training they offer
    • Help develop curriculum
    • Offer to conduct practice interviews

Have at least three (3) distinct sources for veterans and three (3) distinct sources for the disabled.

  •  Proof of your outreach

Documentation.  You need to be able to prove what you are doing.

If you are engaging in internet recruiting and using job boards such as Monster and CareerBuilder to post jobs to their diversity partner sites, it is critical to be able to prove that your job postings are in fact on the diversity sites. 

    • Get reports from the job boards showing where and when your jobs were posted
    • If necessary, have some screen shots to supplement the reports

 

  •  Proof that your efforts are working
    • It’s not just enough to push out the job postings.  You have to monitor the success of your efforts.
    • Data collection is important.  It’s important to keep referral sources.  Know where your candidates are coming from.  Capture this information in your applicant tracking systems (ATS).  Ask applicants to identify the recruitment source from which they found your organization’s opening.
    • Generate reports from your ATS on a quarterly basis and sort by referral source.
  •  Proof that you posted all of your jobs with the State Employment Service

You must post all openings with the State Employment Service in the state where the opening occurs.  Please be sure you are maintaining appropriate documentation of these job postings.  In an audit, you will have to show proof that all jobs were actually posted.

To locate the appropriate State Employment Service visit: http://www.job-hunt.org/state_unemployment_offices.shtml

You can check the Department of Labor’s Employment Resource Referral Directory on their website at http://www.dol-esa.gov/errd/index.html.  The site has a search engine that allows contractors to locate governmental and non-governmental not-for-profit organizations as references to assist hiring of “qualified applicants”. 

 

ABOUT THE BOOK

Managing people is the most challenging part of any leader's day. And that job certainly is not getting any easier. The Big Book of HR will provide any HR professional, manager, or business owner of any size organization the information they need to get the most from their talent. It is filled with information on everything from the most strategic HR-related issues to the smallest tactical detail of how to manage people.