One of the groups so often overlooked and marginalized in hiring are potential candidates who also happen to have a disability. It is always a good idea to regularly check your recruitment process to ensure that qualified applicants are not being discouraged to apply, especially during a labor shortage. So, here are 5 steps toward making your recruitment process more inclusive for individuals with disabilities.
1. Clearly identify the essential duties for the position
By clearly identifying the essential duties for the position you are making it easier for the potential applicant to identify whether their particular disability would prevent them from being able to succeed in the core focus of the role.
- Additionally, you are facilitating your company for success with your ADA accommodations policy by clearly identifying what duties can or cannot be modified or reduced.
2. Include inclusive language beyond a simple EEO statement
- Basic and minimal EEO statements can be perceived as rubber stamped, meaning that the company is perceived as including the language because they have to, not because they genuinely stand behind diversity in hiring.
- Try going above and beyond the simple “Acme Corporation is an EEO employer” with something more welcoming, such as “Acme Corporation is an EEO employer and is committed to a diverse and inclusive environment. We welcome and encourage qualified candidates of all abilities and backgrounds to apply.”
3. Ensure your web content is designed for accessibility, such as formatting. text alternatives, keyboard functionality, and integrations with assistive technology
- Issues that can create accessibility issues in your job posting or website content include formatting, text alternatives, keyboard functionality, and lack of integrations with assistive technology
- For detailed information about how you can improve your website content, view the Web Content Accessibility Guidelines
4. Include information on your website or job posting for seeking accommodations to the application process
- By not including alternative solutions to applying for those with legitimate difficulties navigating your application system, not only are you potentially losing the most suited candidate for the position, but you could also face difficulties if required to participate in OFCCP Section 503 audits.
- Instead, make sure to include information for how to seek accommodations to the application process, such as the contact information for the person responsible for receiving incoming applications.
5. Proactively reach out to communities of individuals with disabilities
- By proactively reaching out to these communities, you are signaling a genuine interest in including the community in your candidate search
- Some examples of job boards or feeds dedicated to this purpose are Disability: IN, Disability Staffing Services, Easter Seals, etc.
- Certain application systems, such as ApplicantPro, allow for you to automatically push your job posting out to different job boards, feeds, or email lists. If you have a similar system, simply make sure that these communities are included when posting
The recruitment process is your first opportunity to highlight your company as a desired place of employment. However, it is also your first opportunity to illustrate whether or not your company is ready for an inclusive environment, so it is important to ensure that your process is welcoming and accessible especially when trying to be inclusive to individuals with disabilities.
If you need help updating your recruitment process, contact Rocket City HR Consulting to reach a team of SHRM certified experts ready to help your company succeed.
