Hiring people with disabilities starts here!

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Time for a new job? A new employee?

If you’re a job hunter with a disability in Indiana, JobDoozy offers job listings from a variety of companies actively recruiting a diverse workforce in Indiana and for telecommuting jobs nationwide. Whether you’re looking for a job in an office, a construction site, a hospital, or your own living room, we’ve got the right position for you. So let’s roll up our sleeves and get to work! open

If you’re looking to hire people with disabilities Indiana, we offer an affordable site to place your job posting that will reach qualified individuals looking for work throughout the state. We can also help you document your good faith efforts to hire people with disabilities. This is especially important for federal contractors, who are now required to have people with disabilities make up at least 7% of their staff.

Unlike other employment websites, all JobDoozy proceeds go to support services for people with disabilities. When you post a job with JobDoozy, you’re not just helping your company; you’re doing good for your community. JobDoozy is a project of The Fifth Freedom Network, a statewide nonprofit dedicated to opening doors and creating opportunities for Hoosiers with disabilities.

Ready to start? Let’s get to work!

Googling Job Applicants: Caveats and Recommendations from the EEOC

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Information courtesy of ADA-Indiana, the Indiana Governor’s Council for People with Disabilities, and the Great Lakes ADA Center

April 15 at locations across the state

On April 15, tune in to an informative audio conference that’s sure to be interesting to employers and job hunters. “Googling Job Applicants: Caveats and Recommendations from the EEOC”.  Joe Bontke from the U.S. Equal Employment Opportunity Commission (EEOC) will discuss the issue of employers increasingly using the Internet to gather information about job applicants from social media sites such as Facebook and LinkedIn. Learn about the risks employers face when Googling job applicants, what is legally permissible in the search process, and some of the benefits versus pitfalls by using this process.

April 15
Googling Job Applicants
Caveats and Recommendations from the EEOC
2:00 pm to 3:30 pm ET

This audio conference will be offered at several locations: Bloomington, Gary, Indianapolis (two locations), Lafayette, Marion, Terre Haute, Versailles, and West Lafayette. For location addresses, visit http://www.adaindiana.org/audio/ .

Can’t make it in person? Listen online here.

Doug Schmidt
Act Team Coordinator
The Fifth Freedom Network

To Disclose Or Not? Discussing Your Disability with Job Interviewers and Possible Employers

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One issue that many job hunters with disabilities will face is disclosure. Should you inform a prospective employer about your disability? If so, when? While every situation is different, here are a few things to consider when making this important decision.

Of course, when you apply for a job through JobDoozy, employers come here looking to hire people with disabilities. However, the employer will not know the nature or extent of your disability, so choosing what and how much to disclose is still an issue.

Some people with disabilities may need reasonable accommodations to do a particular job. According to the US Department of Justice, a reasonable accommodation is a “modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.”

For example, in order to work on a computer, someone who is blind might need their employer to provide screen reader software. In order to work as a bank teller, someone who uses a wheelchair may need their employer to lower a counter space.

If your employer is unaware of your disability, they have no legal obligation to provide you with a reasonable accommodation. If you need an accommodation to perform a job or to apply for one, you will need to disclose your disability at some point.

However, you do not have to disclose more information about your disability than necessary to make the case for the accommodation. For example, if you have low vision, you would have to disclose your disability for your employer to be obligated to provide you with a large print employee handbook, screen reader software, etc. However, you would not be obligated to tell them the exact medical cause of your low vision.

Job applicants and employees are not guaranteed to get every accommodation. There are several reasons why an employer might not be required to grant an accommodation. The two most common are: …Click to read more…

Five Tough Job Interview Questions (And How to Answer Them)

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1. “What is your biggest weakness?”

The answer should show that you are self-aware enough to recognize your own weaknesses, and determined enough to do something about them. A good way to come up with your answer is to take one of your biggest strengths, consider the possible downsides of that strength, and then how you can minimize that downside.

For example, “I’ve always had trouble working on multiple projects at once, because it’s more natural for me to work on one thing until it’s finished and perfect. So when I need to multitask, I keep detailed to-do lists, and now I never miss a deadline.”

Whatever story you prepare, make sure your weakness is not one of the “required skills” in the job ad!

2. “Why do you have this gap in your work history?” or “Why have you been unemployed for X years?”

If you have to explain an employment gap, your answer should show that the gap is not your fault, and that you were doing something during that time to maintain or improve your work-related skills. For example, “I needed to take six months off to care for a sick loved one, but during that time, I did some volunteer work for ABC Charity and consulting for XYZ Company. That medical need has passed, so now I am ready to return to work and show the world what I can do.”

If your gap was due to a disability that do you do not want to disclose during the interview, you might say something like, “I had to temporarily leave the workforce due to medical reasons, but during that time, I kept up my skills by reading industry journals and doing some freelance work. Now I’m ready to return to work full time, and use my skills to help this company grow.”

3. “What are your salary requirements?” …Click to read more…