Sourcing and Recruiting People with Disabilities

Most employers seek talented individuals to join their workforce. The ability to source a ready supply of qualified candidates creates a competitive business advantage. It not only ensures the company can sustain a high performing culture; it capitalizes on having the right employee in the right job at the right time. Recruitment initiatives today must be highly visible, accessible and interesting to job applicants. An essential first step is increasing visibility and establishing your company as an employer of choice. Transitioning from Recession to a War on Talent, companies are experiencing skill gaps and shortages for technical candidates. Broadening the candidate pool to include individuals and veterans with disabilities can meet skill shortages and boost diversity recruitment.

Recognizing the value of accessing candidates with disabilities within the recruitment process is integral to a comprehensive diversity strategy. The disability community is the largest minority group and one that anyone can join at any time. With the rapidly increasing numbers of the aging workforce, many companies have already adopted flexible recruitment strategies. Disability Prevalence or the Aging Workforce.

The benefits of an inclusive recruitment plan, specifically one that includes candidates with disabilities, can foster greater innovation, adaptability, and an increase to the bottom line [1]. It can also reflect a company's dedication to corporate social responsibility and improve company branding. However, many companies have limited resources and staff, creating time constraints for recruitment activities.

Building partnerships with community programs that serve people with disabilities is an effective method for recruiting candidates with disabilities. This is just one of several strategies that can assist companies in effectively recruiting a diverse and talented workforce.

Target Recruitment

Major companies such as Walgreens, CVS Caremark, Addecco, IBM, and the Office of Personnel Management within the federal government have recognized the following as effective recruitment strategies [2].

• Job-Shadowing Opportunities - This is an excellent way for job seekers with disabilities to gain first-hand knowledge about business practices, learn about a broad range of jobs and careers, and the skills and educational levels required for filling them.
• Internships & Volunteer Opportunities - These work experiences allow employers to assess potential job candidates while offering program participants the opportunity to apply their skills in actual work environments.
• Recruitment Events for Candidates with Disabilities - There are a variety of different recruitment events for employers seeking job seekers with disabilities.

Bring College Students and Recent Graduates Onboard Through Internships and Entry-Level Positions

The Workforce Recruitment Program, a recruitment and referral program sponsored by the Department of Defense and the U.S. Department of Labor's Office of Disability Employment Policy, connects employers with postsecondary students with disabilities for internship opportunities, and recent graduates with disabilities for permanent employment.

EARN assists in matching pre-screened, highly qualified students with private and public sector jobs.

Companies looking for candidates with disabilities for summer internship opportunities or entry-level positions can learn more about the program or complete the WRP Candidate Request Form. EARN staff will respond to requests within 3-5 business days to discuss these recruitment needs.

Develop Effective Partnerships with Disability Organizations to Access Talent Pools of People with Disabilities

Community partnerships can assist in tapping into existing talent pools that meet job qualifications [3]. The following organizations are examples of agencies that can help connect employers with potential job candidates with disabilities:

• State Vocational Rehabilitation Office

The National Employment Team, operated by the Council of State Administrators of Vocational Rehabilitation (CSAVR), helps employers and businesses find and recruit job seekers with disabilities. To find local vocational rehabilitation business representatives contact, Kathy West-Evans, the Director of Business Relations for CSAVR and NET.

• One Stop Career Centers

One Stop Career Centers provide all job seekers, including people with disabilities and veterans, with assistance in finding employment through job postings, publications, and other resources. When contacting these organizations, ask for a Vocational Rehabilitation Counselor or a Disability Navigator who specialize in helping individuals with disabilities find employment. For veterans, contact the Local Veterans' Employment Representative (LVERs) and the Disabled Veteran Outreach Program (DVOPs) representative housed at the One Stop Career Centers. Call 1-855-ASK-EARN or email earn@AskEARN.org to obtain a directory of local contacts.

• Veterans Organizations

For recruiting and hiring veterans with disabilities, contact the Service Officer or Service Employment Coordinator at your local Veterans Vocational Rehabilitation & Employment Service. Call 1-855-ASK-EARN or email earn@askEARN.org to obtain a directory of local contacts.

• Students with Disabilities Networks

An effective method for recruiting college students with disabilities is reaching out to the disability services departments located on all college and university campuses.

Career Opportunities for Students with Disabilities (COSD) works with higher education institutions and assists them in developing collaborative relationships between the Disability Services and Career Services office at over 600 colleges and universities.

Post to Disability-Focused Online Job Boards

These online job boards are geared toward job seekers with disabilities and are great places to advertise job announcements. There may be fees associated with posting on some of these sites.

• Ability Jobs
• disABLED Person
• Think Beyond the Label\
• Getting Hired
• Hire Disability Solutions
• One More Way

Job posting boards for Veterans with Disabilities:

• Job Opportunities for Disabled American Veterans
• Vet Success
• Recruit Military

Offer Temporary Employment

Employers can integrate job seekers and students with disabilities into their workforce by offering short-term or temporary employment for times when they experience workforce shortages. These opportunities offer both parties a chance to test employment situations and assess the prospects for long term employment.

Create and Maintain an Inclusive Workplace Culture

An inclusive workplace culture involves more than just hiring candidates with disabilities. It may also require training staff on disability awareness, and engaging a variety of networks and individuals in efforts to improve accessibility and inclusiveness.  

1. Training HR Staff and Front-Line Managers on Disability Etiquette

Training staff members who are likely to interact with job candidates with disabilities is imperative to creating and sustaining an inclusive environment. While many employers offer basic training on sensitivity to issues of race, ethnicity, religion, gender, and other categories, it is important for committed employers to offer training on disability so that managers and HR staff can comprehensively understand the needs and concerns of this diversity group.

Practice interviews for recruitment staff

Allows staff an opportunity to practice disability etiquette and become familiar with interview techniques with a diverse group of job seekers with disabilities.

2. Gathering Feedback from Staff and Community Resources

An important part of inclusion is to complete the feedback loop by creating opportunities to share information and concerns.

Informal surveys to assess staff satisfaction

Surveys of staff satisfaction are often effective ways of gathering information about the workplace. A questionnaire about the recruitment process can often help a company understand the benefits and challenges faced by employees with disabilities during the application process.

Membership in a Business Advisory Council (BAC)

Recognizing the significant role of the business community in facilitating employment opportunities for job seekers with disabilities, many community based organization establish Business Advisory Councils to ensure that they prepare candidates to meet the standards and needs of local employers. Council members offer valuable input to facilitate this process while gaining information about potential candidates, reasonable accommodations and disability etiquette. For example, Abilities, Inc. and Addeco created a disability advisory council to serve as a sounding board for new business practices.

Round Table Discussions

An informal opportunity for employers to provide an overview of their company's background and culture, the type of jobs typically performed, and the specific skills and educational requirements. These discussions can also provide job seekers with disabilities the opportunity to ask questions about such issues as disability disclosure/self-identification and accommodation policies and practices. These sessions could also include one-on-one dialogue with participants.

3. Improving Accessibility:

Reviewing current accessibility standards can be the first step of creating a disability inclusive environment. According to the Job Accommodation Network, several best practices that facilitate increased accessibility include:

• Testing online job announcements and application system for accessibility.
• Ensuring that company website is accessible. 
• Checking the workplace for physical and program accessibility.

4. Diversity Recruitment:

Effectively recruiting job seekers with disabilities is one key method of having a diverse workforce and offering a competitive advantage in acquiring talent. Vocational rehabilitation, veterans' service providers, established internship databases, and the disability services centers on college and university campuses are among the many places where employers can find assistance in their diversity recruitment efforts [3]. Below are strategies to increase diversity recruitment:

• Send all vacancy announcements to disability-related organizations.
• Create a statement of interest in receiving applications from applicants with disabilities and clearly post it on the company's website.
• Participate in job fairs, conferences and meetings sponsored by local disability organizations.
• Volunteer to serve on boards of disability focused groups and organizations.

By utilizing different recruitment strategies and community partnerships, these connections can save time and decrease overall costs.  

References

[1] Lighthouse International. (2011). Perfectly Able: How to Attract and Hire Talented People with Disabilities. New York: Lighthouse International.

[2] Vogel, N. O. (2009). Dive In: Springboard into the Profitability, Productivity, and Potential of the Special Needs Workforce. Ithaca, NY: Paramount Market Publishing, Inc.

[3] Riley, C. (2006). Disability and Business: Best Practices and Strategies for Inclusion. Lebanon, NH: University Press of New England.