Once you’ve effectively prepped your implementation site – physically and culturally – for employees with disabilities, it’s time to move on to the next stage of your plan – hiring.
Bringing qualified employees into your workforce will likely be a joint effort between you and your partner agencies, who may handle the pre-screening process. However, it’s important for your company to have effective screening and interviewing processes, and to focus on how to onboard new hires. Your job descriptions should be written in accessible language, where possible, and ensure your hiring managers have a clear understanding of the baseline skills and requirements of each responsibility within a role.
You’ll also want to be prepared to offer accommodations and support for any candidates who need it, and to follow your company’s standard process for providing on-the-job feedback. Be flexible, and consider the individual needs and logistics of each interview. For instance, you should be sure your hiring managers are trained to understand differences in nonverbal communication (for instance, not all candidates will maintain eye contact).
Inclusive Talent Acquisition, Screening, and Reviews for Employees With Disabilities: