HOME’s Post

More and more employers strive to improve the experience of existing or new staff members with disabilities. If you're finding it difficult to find a disability-confident employer and take your next career step, our specialist guidance may help you to: ✔️ Understand your legal rights at work ✔️ Reach your career goals ✔️ Explore your options ...and more! Contact our friendly team now by calling 0800 100 900 or visit https://ow.ly/gz7Z50Ua8Ji to find out more. #AskNationalCareers [Image description: A National Careers Service careers adviser is talking to a customer. Text reads: "Get help finding and staying in work if you have a disability or health condition." The National Careers Service logo is at the top right of the image. Below is the National Careers Service contact number, which reads 0800 100 900 and the National Careers Service website, which reads https://ow.ly/IMS550Ua8Jz]

What you need in a Disability Support Worker is unique to your company and your clients. However, when you create a job post, you are flooded with canditates who don't match your hiring needs, making it longer, and more costly, for you to find the right person. If you have specific hiring preferences, such as gender, age, suburb and training qualifications, create your Provider profile on Tender Australia to see who you could be matched with! There are over 50 Adelaide Support Worker profiles, with more joining weekly. Don't want to miss out on the perfect match? Create your Provider profile at www.tenderaus.com.au today!

🌟 Social care recruitment is an amazing journey! 🌈 Why, you ask? It's more than matching talent to jobs; it's about answering a deep-seated call 🤝 to infuse love, empathy, and deep human bonds. Each individual we place isn't just filling a role - they have the magic ✨ to transform lives and elevate communities. At the core of it, the social care sector seeks hearts as much as skills 💖 - we're searching for those rare gems 💎 with the bravery and heart to spark true transformation. We weigh personal virtue just as much as professional skills, striving for a full-picture perspective 🖼️ of our candidates to gauge their emotional wisdom and resilience. Here in the UK, we're navigating a growing challenge 📈. An ageing population means escalating demand for social care, further emphasizing the need for a dedicated and warm-hearted workforce. However, we face a stark gap in finding the right people. This situation drives us, as recruiters, to not only attract professionals but to inspire 🌟 their long-term dedication. Our goal is to weave a story that shines a light ✨ on the rewarding nature of a career in social care. This industry is unique. Stringent regulations ensure the safety of those we serve 🛡️, meaning recruitment is a complex art requiring meticulousness and strict ethical values. Complex as it may seem, this realm offers an unparalleled chance to affect real, enduring good. Through social care recruitment, we're building a powerhouse of kindness 💪, ready to support those in need and spark waves of positive change 🌊. Social care recruitment isn't just about filling spaces; it's about enriching the human spirit 💞. We're on a mission to find those priceless souls 🔍 ready to embrace the sector's challenges and savour its bountiful rewards. #SocialCare 🏥 #Recruitment🤝 #MakingADifference ✨ #vetrorecruitment #vetro 🚀

The Criteria for Reasonable Accommodation includes three interrelated factors: ● First, the accommodation must remove the barriers to performing the job for a person who is otherwise qualified. The employer must take steps, wherever reasonably practicable, to mitigate the effect of an individual's impairment and enable him or her to play a full role in the workplace and reach his or her full potential. ● Second, it must allow the person with an impairment to enjoy equal access to the benefits and opportunities of work. All staff must have equal rights to promotion. The employer must take all reasonable steps to ensure that the work environment does not prevent people with impairments from retaining jobs for which they are appropriately qualified. ● Third, employers can adopt the most cost-effective way that matches the above two criteria. If the individual cannot perform the essential job functions with reasonable accommodation, the employer does not have to employ the person. The employer does not have to create a new job for the person with the impairment, nor does the employer have to reassign essential functions to another employee. An employer may be required to restructure a job by reassigning non-essential, marginal job functions, but only if the applicant or employee with an impairment can perform the essential functions of the job, with or without reasonable accommodation. The Draft brochure, reasonable accommodation in terms of hearing loss, is available in PDF at erica@ncpd.org.za Source: Technical Assistance Guidelines on the Employment of Persons with Disabilities, Section 6.2erica@ncpd.org.za

What Makes Us Different from Other Residential Children's Staffing Agencies? "Here are two key reasons why I believe we provide exceptional service to children’s homes: each client is supported by two dedicated back-office professionals—an Account Manager and a Recruiter. Here’s how they work to support your home:" Account Manager: Ensures a deep understanding of your home’s specific requirements, including the type of support needed for young people with challenging behaviors, learning disabilities, and other unique needs. Matches the right support workers to your home based on these needs. Regularly updates your home's coordinator or manager to keep the rota accurate and up-to-date. Provides hands-on training to each staff member attending your home, ensuring they are fully prepared to meet the young people's needs. Recruiter: Remains fully aware of your home's current and future staffing needs. Actively engages with local staffing job boards to ensure a continuous pipeline of experienced residential support workers. Recruits with a fast turnaround, ensuring that your home is never left without the essential staff you require. To ensure the quality of service never drops, no Account Manager or Recruiter is assigned to more than three clients at a time. This allows them to maintain the focus and attention your home deserves. #childrensresidentialhomes #childrenshomeregisteredmanager #supportworkers #ofsted

❗ Drop your pride and pick up the phone, Lets improve social care ❗ 🔍 In Social Care, challenges are everywhere. From stringent regulations to staffing shortages, navigating the complexities of this industry can be demanding and requires experience. 🌟 As a recruiter passionate about this field, I feel that I can recognize these hurdles and make a difference. By finding passionate and driven registered managers with the right skills and mindset, we can make an improvement in the quality of care in your service. 🌱 Let's work together to overcome these obstacles, and raise the standards within the sector. Even if we can make a difference for one child we have done our job right. #ChildCareManagement #Recruitment #OFSTED #CareRecruitment

In figuring out a career path, service providers work with individuals experiencing disability to know more about what they want out of a job. Skills assessment and vocational profiling can mean discussing everything from goals to preferences to learning styles and supports needed, as well as evaluating a person’s skills in different areas. That will help a job seeker determine what the ideal type of employment is for them and how they want to get there. Follow us this week to learn more about the six fundamental steps in the supported employment model for individuals experiencing disability. Tuesday: Employer Engagement.

This ad is a great example of what transparency looks like. In this ad, the City of Santa Monica is asking 5 key questions that people can prepare of ahead of time. In some disability accommodations scenarios, people can ask for questions earlier as part of accommodations, but usually can get them about 1/2 an hour before the interview which isn't much of an accommodation. This shows you in particular what the hiring team is thinking about, and while being prepared for a variety of questions in important, they show a candidate that beyond a bullet list of requirements, these in particular are areas to focus on. While I'm not planning to become a BA again, and while Santa Monica is a great city - and extremely tempting - I'd love to see more of this happen. It looks like L.A. civic government jobs does something similar, so I'm not sure if this is a California trend, a government trend or both - but seeing more transparency in hiring is going to benefit both job seekers and job hiring committees.

𝗦𝗼𝗰𝗶𝗮𝗹 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗗𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗨𝗽𝗱𝗮𝘁𝗲𝘀 𝗜𝘁𝘀 𝗟𝗶𝘀𝘁 𝗼𝗳 𝗢𝗰𝗰𝘂𝗽𝗮𝘁𝗶𝗼𝗻𝘀 In June, the Social Security Administration updated its Dictionary of Occupational Titles (DOT), as well as its companion publication, the Selected Characteristics of Occupations Defined in the Revised Dictionary of Occupational Titles (Companion Publication). These publications, which are now also available online as O*NET (onetonline.org), help employers, government officials, and other workforce professionals define more than 13,000 different kinds of work. They include information such as the physical actions needed to perform each occupation, as well as the time and repetitiveness of those physical actions. This information is used to decide EEO, Workers Compensation, and Social Security Disability (SSD) claims. Sometimes, when deciding whether a person qualifies for SSD, the SSA also has to consider whether that person could adapt to a different type of work that exists in significant numbers in the US economy. In those cases, the SSA considers the person’s ability to perform job-related activities, as well as their age, education, and past work experience. When the SSA finds that a person is “not disabled,” it has to support that decision with evidence that the applicant can adapt to a different type of work that exists in significant numbers in the US economy. To produce that evidence, the SSA relies on the DOT and its Companion Publication. In June, the SSA deleted 114 occupations from the DOT because it found that jobs in those occupations exist only in limited numbers in the US economy. As a result, it will no longer use those jobs to support a finding that an applicant is “not disabled.” The SSA also found that there were 13 occupations in the Dictionary that have caused US federal courts to consider whether there is any evidence to support a “not disabled” finding. The SSA now requires extra evidence to support a “not disabled” decision when it comes to jobs in those 13 occupations. The SSA has published new public guidance and instructions regarding these changes. You can find them at www.ssa.gov. This is yet another way that the SSA is seeking to remove barriers to its disability programs.

Are you subscribed to the National Center for Diligent Recruitment YouTube Channel? Catch up with the following posted webinars: 💥 Bringing your diligent recruitment plan to life: Developing a meaningful implementation plan 💥 Levering data to improve diligent recruitment planning and implementation 💥Enhancing your diligent recruitment through adoptive, foster, and kinship parent support 💥Kinship as a diligent recruitment strategy: Lessons learned from Tribes