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University is an education in the broadest sense. Our University section will enable you to make the most of your time at University and take advantage of all of the opportunities available to you.
Making the most of your time at University
In this section you can find all the advice and guidance you need as you apply for jobs and prepare for interviews.
In the Recruitment section there is a wealth of information about completing applications forms, online tests, and the various stages in the recruitment. Whilst the Disability section provides advice on how to manage your disability during the recruitment process including information on how to inform an employer of what you require and referring to your disability during an interview.
Managing Your Disability
The Organisations section is where you can find out about various organisations, the opportunities they offer and their individual approach to disability.
Profiles / Stories
It’s always great to hear from those who have been successful.
This section profiles many individuals, working across different industries, at various stages of their careers. Their interviews demonstrate that is possible to have a successful career regardless of whether or not you have a disability. They also illustrate the adjustments that can be made in the workplace.
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A recent survey revealed that 79% of employers have no assessment process or tools in place to discover the potential within employees.
The survey carried out by HR consultancy Penna, in which 1,000 managers participated, also revealed that while 81% agree that development of staff potential is fairly or extremely important, 30% of managers said their organisation have not defined what potential looks like for them.
Penna also surveyed 1,000 employees. 71% of the employees said they were more likely to stay with an employer that recognised their potential, but 24% of those had no idea whether or not their employer thought they had what it takes. Furthermore, when potential was recognised, only 23% said there had been any investment in developing that potential.
Penny de Valk, managing director of Penna Talent Practice, suggested that a systematic and disciplined approach from employers to identifying and investing in potential was required. Employers need a clear and measurable definition of what potential looks like for them, and a system in place to measure it.
PA Consulting Group encourage employers to look for talent in all age groups, not just among young professionals. Potential is no longer fixed, "it changes as aspiration and ambition change".
Helen Cooke, Director and Founder of Great With Disability, recommends having a system in place for spotting talent, as it could help employers become more disability friendly.
"If no tools are in place to recognise anyone's potential it is likely that disabled people will totally be overlooked. Employers need to stop focussing on what a disabled employee cannot do and instead recognise the unique perspective and the valuable skills they bring."
read the full article here
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