Recruitment
Identifying Common Accessibility Barriers in the Recruitment Process
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Who is this for?
High-Level Priority:
Recruiters
Talent Acquisition Mangers
Practical Information:
Direct Line Managers
Useful to know:
DEI and HR Professionals
What guidance does it provide?
- How to identify disability-specific barriers in recruitment process and implement changes to enhance accessibility
Take home points
- Making recruitment barrier-free for employees with disabilities brings significant benefits for organizations, including improved access to talent, cost savings, enhanced performance, reduced legal and financial risk, and improved reputation
- Understanding barriers such as unwelcoming messages, web inaccessibility, discriminatory evaluation and overall poor communication can still persistent even if accommodation needs are not requested
Developing a Disability Confident Strategy for Recruitment
Who is this for?
High-Level Priority:
HR Professionals
What guidance does it provide?
- How to select and develop a disability confident organizational recruitment strategy that best suits your company’s needs
Take home points
- Ensure that your commitment to inclusion and diversity stands out at every step of the process, from sharing your policy to the messages and instructions used in developing a disability-confident organizational strategy
- Make efforts to attend networking and community events that cater to a diverse range of job seekers
- Get creative and design an action plan when developing a recruitment strategy, considering strategic benefits and barriers
Creating Accessible Job Advertisements
Who is this for?
High-Level Priority:
Recruiters
Talent Acquisition Mangers
Practical Information:
Direct Line Managers
Useful to know:
DEI and HR Professionals
What guidance does it provide?
- How to write an accessible job advertisement
Take home points
- When a job posting is created in a way that all candidates can apply for the job without feeling excluded or uncomfortable, employers can attract candidates with diverse backgrounds and experiences
- Special attention should be given to the language used in the job description. Avoid using gender specific words and jargon, consider describing the work environment, and capturing why the position exists and its importance.
- An inclusive job description is primarily competency-based, recognizing that the most critical information is not “how the job will be completed” rather, “if the employee can achieve the outcomes required.”
Selecting Accessible Platforms for Recruiting the Best Talent
Who is this for?
High-Level Priority:
Hiring Managers
Recruiters
Talent Acquisition Mangers
Practical Information:
Direct Line Managers
Useful to know:
DEI and HR Professionals
What guidance does it provide?
- Understanding and addressing accessibility barriers with job sharing platforms
Take home points
- The best practice is to widely circulate formal job postings, which clearly describe the position and qualifications
- Consider various ways of submission. Candidates may wish to submit their application through email, video relay service (VRS), mail, or website. Have a variety of options ensures that everyone has an equal opportunity to apply.
- When determining which platform to choose to share company job ad, ensure accessibility considerations are thoroughly reviewed. This includes but is not limited to web navigation, bias in personal nominations, social media exclusion, and reaching appropriate target audiences
