The talent war - what must people know?

In this new war for talent, what must organizations know to access this talent - particularly talent among the disability and aging communities? In my last post I said I would begin to discuss these very issues, but also discuss why government agencies MUST be the model for both private industry and non for profits.

To begin the first key element that needs to be addressed is attitudnal change. This is often overlooked when discussing hiring practices. The disability and aging communities are often stereotyped and are not seen in the larger context of their true potential. These communities ARE valuable assets to ANY government agency and can provide tremendous opportunity for a myriad of organizations. The question becomes, can organizations - like the government overcome the traditional attitudes that have pervaded and in many ways prevented from hiring or retaining this valuable community? Inorder to step out of that shadow hiring managers must begin to focus on ability - not disability and see how these individuals can truly benefit the organization as a whole.

Secondly, government MUST take a two pronged approach in this hiring process. From one end, they must begin to look at younger under employed or unemployed job applicants with disabilities and ask themselves why this is the case? Lack of resources or is it the fact that these applicants still may not feel welcome throughout the application process - or perhaps other issues?. With 12 to 15% of all college graduates in 2006 having some form of a disability government agencies must see this as fertile ground for recruting. Even after 15 years since the signing of the ADA I believe that we as a country are still in the embryonic stage when it comes to employment for people with disabilities.

On the other end government agencies must begin to think about retention of older workers. In my next post I will begin to focus on this area.