Inclusive hiring strengthens a company’s reputation and makes it competitive. By creating a diverse and inclusive workforce, you better mirror your customer base as well as support your organization by enabling access to global talent. Here are practices to make your recruiting and hiring practices inclusive and accessible.
Make inclusion part of your hiring strategy. Consider the barriers in your process and how to attract more people with disabilities, and be sure to reassess your strategy often to ensure you are up to date with the best market practices.
Appeal to and recruit people with disabilities. Include this group of people in your diversity statement and create and share stories of similar employees in your organization through your platforms. Partner with organizations focused on these groups and recruitment platforms.
Make your job descriptions inclusive. The job title should not indicate your gender preference but focus on the job. Brief paragraphs with short sentences and readable font are also advisable, emphasizing the responsibilities rather than requirements.
Make job announcements accessible. Most job seekers rely on print ads, boot camps, job fairs and social networks to access new opportunities. You should also opt for an accessibility audit for your website to ensure that nothing will prevent people with disabilities from applying for jobs.
Design interviews with accessibility in mind. Think about accommodations in advance before your candidates even need to request them. For example, consider a sign language interpreter and give your candidates adequate time to settle in for the interview.
Ensure a competitive offer. While specially-abled persons may experience limitations in their daily work, do not use this as an excuse to pay them any less.
Offer remote interviews and work. By communicating the interview will be virtual on the advert and letting your applicants know that you will provide virtual accommodations for work, you may get more candidates.
Source: “8 Critical Ways to Ensure Inclusive and Accessible Hiring and Recruiting,” Staffing Stream, by David Gevorkian, founder and CEO of Be Accessible.
Exodus Ahead
A quarter of IT professionals are actively considering leaving their current jobs within the next six months, potentially costing US companies upward of $145 billion, according to a report by Ivanti, a provider of asset management software based in San Jose, California.
