Thank You, DEAM15!

Another year, another great DEAM!

Once again, DirectEmployers put on another amazing conference filled with informative sessions, motivating speakers, and many good, lasting connections made. They sure know how to put on a good conference! This year, the topics revolved a good deal around recruitment and compliance and how the two can and should be interrelated. During the sessions, we observed great focus, connection, and understanding between the speakers and attendees. You can’t ask for anything better than to see people having their “aha” moment during these presentations and networking events, involving key topics affecting HR today.

Last chance to say hello to the Olaf guys

If you haven’t had a chance to stop by and see our NEW Olaf USB drives, please come by, say hello, and snag the last remaining Olaf flash drives.  We couldn’t be happier to be at DEAM15 and help underwrite this amazing event. As always, Indianapolis and DirectEmployers treated us very well. So, thank you DEAM15 attendees and DirectEmployers for the fun AND productive sessions and networking events.

Arizona ILG Has Been a Blast

For those of you who didn't know, SourceCast has had the incredible opportunity to help sponsor the current Arizona ILG conference.

Arizona ILG Proud Sponsor

We have to tell you, it's been an honor to be able to sponsor a conference such as this. It's incredible to be able to participate in what this organization is trying to do, as well as take part in the greater role of promoting affirmative action and good hiring practices.

Arizona ILG Proud Presenter

Our very own Lilly gave a presentation earlier today on compliance best practices which was also a huge honor for us. Sure, we sell compliance solutions, but it was a truly unique experience to be able to publicly do what we do best: advise companies on not only how to comply, but how to make their compliance efforts work for them in recruitment and hiring. So, for all who were there, we hope you enjoyed the presentation!

Now to everyone, whether you're in Arizona at the Arizona ILG conference or not, we hope you have a terrific weekend! Until next week!

Seeing Autism As Attribute Rather Than Disability

Just yesterday, autism made headlines. While many federal contractors are required to increase their disabled workforce population, some technological companies are joining in the disabled recruitment process out of desire. One such supporter of the disabled population is SAP AG, a German-based software company, who hired over ten autistic workers in two different hubs in the United States. According to the company’s founder, Holger Graf, autistic people should be key components to any tech company.

Autism: A Desirable Attribute?

Autism, often seen as a hindrance, is also believed to be an attribute in highly involved and tedious fields such as computers and technology. Much credit is due to an autistic person’s propensity for repetition. Many companies, including SAP AG, have found these tendencies to reduce error and result in work that is more thorough. Some credit should also be given to these programs such as Specialisterne, which provides training and education to autistic employees. With the track record and continued success of SAP’s autistic employees, we see that the proper balance of education and natural ability can be cultivated into genius in everyone.

Divorcing Autism from Stigma

The shift to introduce more individuals with disabilities (IWDs) into the workforce is bringing about marked change including: dissolving the stigma and misconception that often accompanies IWDs, an understanding of the benefits of education, and the sense of equality that agencies such as the OFCCP and EEOC are striving for. Now, we’re seeing more and more big name companies dedicating special programs to the hiring of IWDs, especially autism. For now, SAP is a leader in hiring autistic workers in the technology industry, but how long until other industries and companies start noticing the value that IWDs can bring to the table. Watch out college graduates, minorities are finally up to bat.

Source: Philly.com

Disability Self-Identification: Conversation Starter

We wrote a few months ago about the 3 chances to self-identify, but today we're going to touch on why that matters to you, the HR professional. All too well vilified, the OFCCP disability self-identification form carries with it several tangible benefits for you, believe it or not. Today, we're only going to focus on three, so please feel free to come up with your own.

The Disability Self-Identification Form Starts Dialogue

We all know there are certain questions you can't ask in the interviewing and hiring process, and no one wants to cross those lines. However, you can distance yourself from this line by having applicants fill out the new disability self-identification form and tell them the government made you do it. But beyond that, once the applicant chooses to fill out the form, you now have a place from which to start the conversation about appropriate accommodations and getting a clearer picture of the person before you, not just correlating a resume to a limited set of interview responses.

The Disability Self-Identification Form Protects You

Yes, the disability self-identification form protects you, the employer, in two ways. First and foremost, it helps you better account for your outreach and recruitment efforts when OFCCP comes calling (and they will). Hey, when isn't it nice to have stats, right? The disability self-identification form also protects you legally in the case of appropriate accommodations. Heaven forbid, an employee files a lawsuit, but chose not to fill out the disability self-identification form. Well, the fact that the form was made freely available to the employee pulls the rug right out from under them in that case, but of course we all hope it wouldn't come to that.

The Disability Self-Identification Form Helps Productivity

When employees or candidates fill out the disability self-identification form, it allows you the opportunity to accommodate their needs so they can be their most productive selves in the workplace. This eliminates frustration for both sides, the doubt that you've hired the right candidate, and the bewilderment caused by not knowing what could possibly have gone wrong in the process. Bottom line: the disability self-identification form helps your bottom line.

So now, is the disability self-identification form such a bad thing? We certainly don't think so, in fact it's good for all of us. The disability self-identification form opens up dialogue, protects employers legally from some terrible outcomes, and helps ensure productivity. Feel free to disagree, but we think this combination is a home run. But you tell us. What are the real benefits of the disability self-identification form to you?

Source: Huffington Post