Neighbors-helping-Neighbors USA
|
|
NJTV report on June 5th Ready To Work Success
the highest award was given To NJCCC at the USDOL
RTW convening in DC April 2018 Registrations: 4,123 Placements: 965 RTW Goal: 520 Results: +186% Articles on Ready To Work New Jersey
Ready To Work Web Site
|
|
|
|
Workforce New Jersey Directory by County
|
|
|
|
|
BEST PRACTICES For Recruiting and Hiring the Long-Term Unemployed Businesses succeed when their communities thrive.
We recognize the benefits to our businesses, our economy, and our country of taking advantage of the talent, experience and skills of all Americans, including the long-term unemployed. Yet studies have shown that long-term unemployed job applicants are frequently overlooked and sometimes excluded from job opportunities—even when they may have identical resumes and skills to other candidates. We are committed to inclusive hiring practices and pledge to remove barriers that may prevent qualified long-term unemployed job seekers from applying or being fully considered for jobs at our companies by adopting or building on the following practices:
1. Ensuring that advertising does not discourage or discriminate against unemployed individuals.
2. Reviewing screens or procedures that we use in our recruiting and hiring processes so they do not
intentionally or inadvertently disadvantage individuals from being considered for a job based solely on their
unemployment status.
3. Reviewing current recruiting practices to ensure that we cast a broad net and encourage all qualified
candidates to consider applying, including the long-term unemployed, by taking steps that may include:
• Publicizing our commitment that qualified unemployed individuals will not be disadvantaged solely on their
unemployment status on our website, in application materials, or in other places where it can be seen by potential
applicants;
• Interviewing or otherwise considering qualified long-term unemployed individuals;
• Training our hiring teams and recruiters to focus on the bona fide occupational requirements and leadership
requirements for a given role and not just on an applicant’s current or recent employment status;
• Engaging with local and regional entities in order to reach broad segments of the population with relevant skills
and experience
4. Sharing best practices – including success we have achieved with hiring the long-term unemployed in our
own company – within our organization and across our supply chain, with staffing firms, our employer
associations and the broader business community.
We recognize the benefits to our businesses, our economy, and our country of taking advantage of the talent, experience and skills of all Americans, including the long-term unemployed. Yet studies have shown that long-term unemployed job applicants are frequently overlooked and sometimes excluded from job opportunities—even when they may have identical resumes and skills to other candidates. We are committed to inclusive hiring practices and pledge to remove barriers that may prevent qualified long-term unemployed job seekers from applying or being fully considered for jobs at our companies by adopting or building on the following practices:
1. Ensuring that advertising does not discourage or discriminate against unemployed individuals.
2. Reviewing screens or procedures that we use in our recruiting and hiring processes so they do not
intentionally or inadvertently disadvantage individuals from being considered for a job based solely on their
unemployment status.
3. Reviewing current recruiting practices to ensure that we cast a broad net and encourage all qualified
candidates to consider applying, including the long-term unemployed, by taking steps that may include:
• Publicizing our commitment that qualified unemployed individuals will not be disadvantaged solely on their
unemployment status on our website, in application materials, or in other places where it can be seen by potential
applicants;
• Interviewing or otherwise considering qualified long-term unemployed individuals;
• Training our hiring teams and recruiters to focus on the bona fide occupational requirements and leadership
requirements for a given role and not just on an applicant’s current or recent employment status;
• Engaging with local and regional entities in order to reach broad segments of the population with relevant skills
and experience
4. Sharing best practices – including success we have achieved with hiring the long-term unemployed in our
own company – within our organization and across our supply chain, with staffing firms, our employer
associations and the broader business community.
HB1 Visa
|
TECHNOLOGY OCCUPATIONS
Computer System Analyst Computer Programmers Computer Occupations, All Other Software Developers Applications Computer & Information Systems Managers Network & Computer Systems Admin Database Admin Remaining “Tech” Occupations |
REMAINING OCCUPATIONS
Accountants and Auditors Architectural and Engineering Managers Biochemists and Biophysicists Biological Scientists, All Other Biological Technicians Business Operations Specialists, All Other Business Teachers, Postsecondary Chemical Engineers Chemists Civil Engineers Commercial and Industrial Designers Economists Electrical Engineers Electronics Engineers, Except Computer Elementary School Teachers, Except Special Engineers, All Other Family and General Practitioners Financial Analysts Financial Managers Financial Specialists, All Other General and Operations Management |
