Hiring
Recruiting and hiring people with disabilities
What to Do
A grab-and-go summary to take to meetings or use on the fly
Do this
Recognize the value of disability inclusive recruiting and hiring practices.
Not this
Let misperception guide your recruiting and hiring practices.
Do this
Broaden your talent pipeline by including people with disabilities.
Not this
Limit your access to talent by excluding new sources of applicants.
Do this
Consider new recruitment and hiring partnerships to help you meet your staffing needs.
Not this
Use partnerships that can’t access broader pools of talent or address turnover issues.
Do this
Make sure anyone who does hiring understands ADA limitations on disability inquiries during hiring.
Not this
Let managers and supervisors hire “on the fly” without procedures and guidance.
Do this
Be prepared to provide accommodations for applicants so they can fully participate in your hiring process.
Not this
Fail to inform applicants and hiring managers that accommodations can be provided during the application process.
Do this
Understand additional requirements for federal contractors around recruiting and hiring people with disabilities.
Not this
Continue with recruiting and hiring as usual when your business gets a federal contract.
Do this
Ensure that your hiring process is fully accessible to people with disabilities, including online and in-person hiring processes.
Not this
Limit your talent pipeline by not being accessible to all qualified applicants.
Do this
Prevent turnover by making new employees feel welcome and included, and by understanding the role of an inclusive work climate in preventing turnover.
Not this
Believe that there’s nothing you can do in your small business to prevent turnover.