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Keyword: Onboarding (4 results)

Build the Pipeline: Outreach and Recruitment
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Build the Pipeline recommendation is all about developing relationships with a variety of sources to attain a diverse pool of highly qualified candidates, including people with disabilities. Creating a pool of highly qualified candidates involves making the proper internal and external connections, conducting targeted outreach, and discussing the results of your efforts. The New Mexico Business Leadership Network NMBLN) is an affiliate of the US Business Leadership Network. In 2011 the NMBLN helped representatives from three federal agencies to form Employee Resource Groups (ERGs), with the goal of increasing federal employment opportunities for people with disabilities. This section combines the recommendations from Build the Pipeline with quotes and videos from the New Mexico federal partners.

Incorporate Reasonable Accommodation Practices into the Onboarding Process
The purpose of an onboarding process is to smoothly integrate new employees into their positions and company culture. It is important to consider reasonable accommodation issues for your new employees who may happen to have a disability, and these are some points to bear in mind.

This resource from EARN describes the goals of the onboarding process, reasonable accommodations and a checklist of items that may increase the success of the onboarding process.

Onboarding A Differently Abled Workforce
This resource offers tips and advice from two industry experts for how to enhance employers' onboarding program to accommodate the needs of newly hired disabled employees.

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