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Today’s candidates want flexibility and autonomy — here’s how to hire them

Over 40% of today’s workforce is considered contingent, and more than 90% of candidates say they want to work for employers who are open to flexible and open work arrangements—including part-time and remote work. Where employees 20 years ago were committed to the traditional nine-to-five schedule, today’s workers value flexibility and the ability to get their work done on their own time. Here are four recruitment strategies to help you hire today’s alternative workforce.

What you need to know about hiring blind and visually impaired workers

At a time when recruiters are facing a hiring shortage, and it’s harder than ever to find qualified workers, you can’t afford to make your jobs inaccessible to anyone. You’re not only legally mandated to make sure your hiring practices are ADA compliant, but if your website, interview practices, and office itself aren’t accessible and friendly to disabled applicants, you’re doing your company a disservice by essentially eliminating an entire pool of potentially immensely talented candidates – just like that. These strategies can help recruiters and low-vision candidates see each other better:

How to be a company that attracts LGBTQ professionals

We’ve come a long way as a nation when it comes to LGBTQ rights and acceptance, but we surely have more work to do, especially in the workplace. In 30 states, it’s still perfectly legal to not hire someone or to fire them due to sexual orientation or gender orientation. But most forward-thinking companies actually have strategies to step away from that attitude, and are becoming more inclusive. But becoming a company that welcomes LGBTQ talent requires more than just not discriminating against them – it’s recognizing that diversity can be a growth strategy. We spoke with experts to learn concrete steps you can take to make your company more attractive to LGBTQ workers.