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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
Facing the
Facts
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
JobsinLogistics.com
Final Note - On The Lighter Side
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A Note From The Editor
The clock is clicking as my wife's due date
approaches with our second child. (For those inquiring
minds - she is due June 17th with our second baby.)
I found the following article interesting:
More working parents play 'beat the clock'
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Breaking News
Analysts See Strong U.S. May
Job Growth
U.S. employment likely surged again in May, analysts
said...
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
Facing the
Facts
By
Yvonne
LaRose
It's been more than 20 years since the revelatory
incident happened. It drastically changed my opinion
about me and the way I perceive things.
As I approached a store entry, an attractive young
man who appeared to be in his early to mid 20s pulled
into a handicapped parking space. He was driving a new
sports model car. By virtue of the fact that he killed
the engine and readied himself to exit the vehicle, it
was apparent he planned to remain in the spot and was
not using it to gain access to another space.
 I
stopped as I passed him to share some information.
"Excuse me. This is a handicapped parking space. You may
want to park somewhere else," I advised.
"But I am handicapped," he replied.
It was an indelible experience. In that instant, it
was obvious to both of us that I had a major prejudice
that needed to be overcome, an attitude about those with
handicaps that needed to be altered in a major way.
Other Views
Since then, I've encountered others who have not yet had
that sort of revelatory life experience and speak of the
handicapped or disabled in condescending statements and
judgmentally dismiss them as not capable of filling some
type of vacancy because of their "handicap." It was
interesting to listen to the executive recruiter who met
a manager who is a Thalydamide "baby." "He only has one
hand," the recruiter exclaimed, "But he can do all the
things I can with his one arm. He can drive a car. He
can type faster than I do ..." and he went on to
describe the "adaptations" the manager has developed in
order to do all of the tasks that others do with two
limbs.
Considering this recruiter's amazement with the
novelty that one with a "disability" can actually be
hired for a management position and successfully
function on the same level with their peers, the next
question was who had recruited and hired this manager.
This recruiter, it appeared, would have passed on the
manager as not qualified. However, the manager has all
of the qualities one could want in an essential member
of your corporate team.
The Right Question
Having assistive devices is not a red-flag situation
that your candidate is not qualified for the position.
It's only an observable signal that the person has a
different way of doing the things that many other
candidates manage. The interviewing question that should
be put to all candidates is not, "Does your handicap
require any special accommodations?" Nor should the
first thought be the additional costs of having the
person on your team because of major modifications to
the workplace in order to have them there. Instead, the
appropriate question for all candidates who are under
serious consideration is, "Do you require any
accommodations in order to fulfill the requirements of
the position?"
What Isn't Seen
What is interesting is that there are many invisible
"disabilities" that are never addressed nor
accommodated. The only reason a person with a prosthetic
eye, for example, is never "accommodated" is because it
isn't immediately obvious. If it never comes up in the
interview and if the candidate has reached a means of
dealing with doing the same work as their peers with a
minor, unobtrusive adjustment, no one is the wiser
unless the medical records search discloses the matter.
Other conditions that are not obvious yet may be
legally termed a disability are emphysema, pregnancy,
anemia or heart murmur. They are "invisible" conditions
(in the case of pregnancy, short-term invisible) but do
no carte blanche totally disqualify an otherwise
qualified candidate for an opportunity. These conditions
may require some accommodation on the part of the
company or, in greater likelihood, an adjustment of some
sort by the person with the condition so that they are
able to do the same work in the same amount of time (or
less time with better results) as their peers.
Changed Perceptions
That was more than 20 years ago. My perception of what
having a disability means and how people who are
classified as such appear has drastically changed. My
idea of entitlement for a person with a disability also
drastically changed.
The pivotal lesson here is to take stock of what you
believe a person with a disability means and to what
they are entitled. If you believe they are just as
entitled to a marketable wage, advancement, and access,
if you believe they are just as capable of producing
cost-saving and quantifiable positive results for your
company, you deserve the opportunity to have them on
your team or present them to your client.
About the Author
Yvonne LaRose is a
California Accredited Consultant. She combines her years
of experience in law, business, recruiting and executive
responsibilities to provide management and recruiting
consultation in addition to career development coaching.
Her column,
CERA (Career and Executive Recruiting Advice), and
her main website,
Executive Recruiting Entrances, provide news, advice
and tools for one’s professional development and
recruiting interests. She is a contributing author to
the ebook,
The Last Job Search Guide You'll Ever Need and is
available for consultations, speaking engagements,
training sessions, content creation, research or special
reports by contacting her at
consultant@entrance-s.com.
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They have directories for many industries, like
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Recruiting Polls and Trends
RECRUITER CONFIDENCE FIRM IN
MAY
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Layoffs and Downsizing
Report
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
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Upcoming Seminars &
Conferences
Zero Based Hiring -
Lou Adler
Performance-based, Interviewing, Assessment
and Recruiting Techniques
Click here for schedules for upcoming
conferences and
seminars.
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Site Of The Week
JobsinLogistics.com
North America's Largest
Career and Recruiting Board for Logistics Jobs and
Candidates.
Specialties:
- Logistics
- Engineering
- Transportation
- Manufacturing
- Supply Chain
- Etc.
More information at
JobsinLogistics.com.
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Final Note - On The
Lighter Side
All of the clocks in the movie Pulp Fiction are stuck
on 4:20.
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