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Expanding & Diversifying the Talent Pool to Meet Employer Hiring Needs

Last month Allegis Group announced it has combined GettingHired into its Allegis Global Solutions (AGS) business. GettingHired was acquired by Allegis Group in 2012, keeping its own brand, and is now being integrated into AGS’ talent offering, including RPO, in North America.

GettingHired provides a talent pool made up of individuals with disabilities who are seeking to fill positions from inclusive employers. It helps individuals with the right talent find jobs that meet employers’ talent needs, while at the same time helping organizations who are looking to diversify their workforce and achieve their talent objectives, including diversity and inclusion goals. GettingHired candidate education levels are: 39% Associates degree, 28% Bachelor’s degree, 7% Graduate Degree.

Individuals with disabilities represent a significant talent pool:

  • 20% of the U.S. population has a disability
  • 30 million Americans of working age have a disability
  • However, the unemployment rate of people with disabilities is ~double the national average at 10.4%.

There are other RPO providers (including PeopleScout, Randstad Sourceright, WilsonHCG and ADP RPO) helping returning U.S. veterans obtain jobs, including via large job fairs, but I believe AGS’ talent offering with GettingHired is unique in the industry.

AGS assists in finding companies, including RPO clients, who are hiring and looking for candidates that match GettingHired’s talent pool. For the most part job seekers apply directly for jobs. However, GettingHired makes sure that applicants are seen and not lost amongst an average of ~250 resumes received per each job advertised. GettingHired sends emails containing job seekers’ names and skill sets to every company they have a relationship with, and also have frequent phone conversations with those organizations’ VP’s of HR and Sourcing Managers about the job seekers that have applied to their posted positions.

GettingHired also works directly with community organizations such as the Epilepsy Foundation and MS Society, as a free resource for their candidates, providing additional resources for job seekers including monthly webinars on how to write a resume, interview tips, understanding the application process, and how to prepare for Virtual Career Fairs.

GettingHired is being aligned with AGS to target existing RPO clients as well as MSP and HCM clients and new business opportunities. When combined with other recruitment services, GettingHired can have a larger strategic impact, but will also be sold as a standalone offering. AGS will target all industries, and though applicable to all clients, will focus primarily on larger clients with 5 – 10k employees and above, who are more likely to have established diversity plans in place. In what should be a boost to GettingHired, per Section 503 of the Rehabilitation Act, federal contractors and subcontractors must attempt to hire 7% of their workforce as people with disabilities.

Representation and support of job seekers are important. Per an annual survey sent to GettingHired’s talent pool, ~3/4 of job seekers with disabilities will not disclose during the application process and 58% will not disclose until a job offer is extended. However, nearly 3/4 of job seekers are more likely to disclose to employers who actively recruit people with disabilities. To date there are ~115k accounts for job seekers with disabilities on and ~13,100 job applications have been sent to  employers in the last 12 months. With the support of AGS and its vast client base, GettingHired job seekers will be more successful, and the company will play a significant part in helping the unemployment rate of people with disabilities to fall below 10% by 2017 (NelsonHall projection).

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