Bill Forrest’s Post

"You're a long way from home. What are you doing in *insert state here* ?" We travel a lot, so we hear that question a lot, including today while recruiting at Joint Base Lewis-McChord in Tacoma, Washington. The answer to that question is always the same. "We are looking for future Arizona State Troopers... they just don't live in Arizona yet." There are great candidates all over the country. If we were to restrict our recruiting efforts to within Arizona's borders only, we would miss out on a lot of them. Motivated people move cross-country for great job opportunities in other industries all the time, so why would that be different when seeking a career with an elite law enforcement agency? The simple answer: It's not. A comprehensive recruiting plan is one that targets the best candidates, both in- and out-of-state.

How do large multi-state businesses reconcile inclusive policies and processes with hiring on-site positions in states with laws and executive rules that require discrimination? Open question, but anyone have experience seeing this in a state like Florida or Ohio? What’s the communication look like to employees or job candidates?

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.

"The sense of togetherness and the culture is inspiring. We treat our customers and each other with care and respect, which for me, is priceless." - Carmen, Recording   In 2015, Carmen was searching for a "home away from home".   "As a military wife, I left so many great jobs to follow my husband and keep the family together. But as soon as I joined the Douglas County Office of Clerk and Recorder, I found my place!" she shares.   "From the customer who's emotional while recording a death certificate, to the young (or young-at-heart) couple applying for their marriage license, to the customer applying for a passport to go on their next adventure, every interaction I've had has touched my heart. Because of this, I work hard to try and make every process special for my customers."   Carmen and all Clerk and Recorder team members take the CliftonStrengths assessment to discover our natural talents and how to use them to maximize personal and professional success.   "Using my Natural Talents in the Strategic Thinking category, I'm always thinking about how to be more supportive of my team and our customers."   Thank you, Carmen, for brightening each day in our Recording office! If you are interested in joining the Douglas County Office of Clerk and Recorder team, please visit douglas.co.us/jobs to view open positions.     #EmployeeSpotlight #LocalGovernment #Government #ServingYouWithExcellence

Are Your Clinic-Sourced Baselines Being Entered in Your Database? 👂 Baselines and their purpose: As an employer, it's important to understand the complete process of getting a baseline hearing test for your employees. A baseline test is the test that establishes an employee's benchmark for future hearing test comparison. In many cases, OSHA allows up to 6 months for this, but by doing it earlier, it allows any pre-existing hearing loss to be documented. After the baseline test, hearing tests are conducted at least annually to monitor for any changes in the employee's hearing health. Wait, there's a few more steps! After obtaining a baseline test, there are more steps that employers need to follow for compliance. Once the baseline test is complete, the results need to be sent to the provider of record (if contracted out) so that they can be screened for any problems and entered into your company's hearing conservation database. This way, any unclear data, possible STS (Standard Threshold Shift), or recordable STSs (shifts in hearing levels that are significant enough to be recorded on the injury log) can be identified. By following through with these steps, you can ensure your company is complying with this part of the OSHA requirements. Questions? Call today to find out more: 888.972.4420 #hearingprotection #healthandsafety #workplacesafety #osha

Read about John Chatteron's experience as a long-term advocate at ALSO, his career 25 years long and counting! From DSP to Associate Director, his passion and drive to support people is clear. Read ALSO's latest blog post on John to learn more about what it means to be in this industry for so long.

Are Your Clinic-Sourced Baselines Being Entered in Your Database? 👂 Baselines and their purpose: As an employer, it's important to understand the complete process of getting a baseline hearing test for your employees. A baseline test is the test that establishes an employee's benchmark for future hearing test comparison. In many cases, OSHA allows up to 6 months for this, but by doing it earlier, it allows any pre-existing hearing loss to be documented. After the baseline test, hearing tests are conducted at least annually to monitor for any changes in the employee's hearing health. Wait, there's a few more steps! After obtaining a baseline test, there are more steps that employers need to follow for compliance. Once the baseline test is complete, the results need to be sent to the provider of record (if contracted out) so that they can be screened for any problems and entered into your company's hearing conservation database. This way, any unclear data, possible STS (Standard Threshold Shift), or recordable STSs (shifts in hearing levels that are significant enough to be recorded on the injury log) can be identified. By following through with these steps, you can ensure your company is complying with this part of the OSHA requirements. Questions? Call today to find out more: 888.972.4420 #hearingprotection #healthandsafety #workplacesafety #osha

One person interviewing for the CEO position makes fun of people with disabilities, then turns around and claims they are a victim of their own circumstances. One person interviewing for the CEO job overcomes a disability and and takes personal responsibility for their circumstances. Which one gets hired to be your CEO?

Discover the Latest Tips for Interrogation Room Setup

Julie Easley what happened?! February is the wrong month for ghosts! Recruiters, please remember what it’s like to be human. A call, email, text message, goes a long way to respecting someone’s life, time, and mental state when applying for positions. When we ghost, disappear, fail to follow up, we create an unnecessary injustice and anxiety to someone who only wanted to help. Until we fix the system, I will do my part in calling these injustices out. There are hundreds of consultants that are overlooked due to nepotistic practices and discrimination, and even blacklisted or dismissed because they have the courage to speak. I am not afraid. The more we respect the professionals that do the work, take the flights, deal with the anxiety and stress of education and implementation, the more cohesive our healthcare system, and recruitment strategies will be.