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:

“Our employees with disabilities are incredible workers — willing and eager to learn, and focused on productivity and meeting team goals. It didn’t take me long to realize that I wasn’t hiring people with disabilities, I was hiring the best people for the job.”
Julio Padilla, Manager, PepsiCo Las Vegas Certified Center

Explore the success stories of other standout brands:

Top Stories

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  • Fostering an Inclusive Workplace

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Case Studies

Boston Scientific Corporation

Discover some of the strategies—such as outreach to local colleges and focus groups—that helped Boston Scientific succeed with its diversity inclusion efforts.

The Challenge As a highly innovative medical device company, Boston Scientific had established many successful Employee Resource Groups for a broad range of diversity groups and was looking to expand…

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Grainger

Thanks in part to a commitment to training its talent acquisition and human resources staff, Grainger has been able to hire 200+ people with disabilities since 2014.

Grainger Case Study, June 2017 Grainger is a business-to-business, Fortune 500 industrial supply company based in Chicago, Illinois. Grainger joined the USBLN Going for the Gold (GFG) Program in 2014,…

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Procter & Gamble’s Project WIN

P&G’s Project WIN started with a mission statement and a commitment to increase the number of employees with disabilities.

P&G started Project WIN with a vision statement. When P&G undertook Project WIN, which stands for Workplace INclusion, to increase the number of employees with disabilities, they outlined a set…

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