How to find and attract amazing disabled job applicants
On April 6th, I attended Microsoft’s Ability Summit. It’s an amazing conference that Microsoft puts on annually to showcase thought leaders and forums on disability. They also promote accessibility devices they’ve created or are working on, such as computers that quadriplegic people can use via eye movements.
The conference also features the Ability Fair, which is an opportunity for disabled people to meet with recruiters from a number of companies. For instance, Microsoft not only had booths at the fair, but also provided an opportunity for each attendee to have individual meetings with Microsoft recruiters. This was a great chance for potential job applicants to get feedback on their resume, discuss potential positions at Microsoft, and become more comfortable with its hiring and recruiting process.
A number of other companies were there, with recruiters and other company representatives happily chatting with potential job applicants. Kudos to these companies, which included T-Mobile, Starbucks, Nordstrom, HomeStreet Bank, Boeing, and several High Tech/IT recruiting companies. In addition, there were a handful of state government agencies, such as the Department of Corrections, the Department of Licensing, and the Department of Vocational Rehabilitation. These weren’t just for tech jobs, by the way. Most of the companies and agencies were recruiting for all types of jobs and experience levels.
I watched these company representatives interact easily with candidates who had all types of disabilities, including deafness, blindness, autism, mobility impairments, and more. It was really impressive to see, as it demonstrated that these companies and agencies aren’t simply paying lip service to the idea of disability diversity (and diversity in general). Their participation at the Ability Fair made it clear that they’re serious about hiring people that other employers may be overlooking.
It was exciting to me that these employers “get it” that disabled employees can bring a wealth of skills, experiences, and perspectives to employers. For example, from my experience being legally deaf, I can educate employers about how the standard initial phone interview with a recruiter (phone screen) can be extremely nerve-wracking and difficult for hearing impaired applicants. Likewise, for any interviews done via phone (especially with hiring managers), this process puts many hearing impaired applicants at an immediate disadvantage. However, this can also be a disadvantage for other types of disabilities--- as well as people who are not native English speakers. In other words, by doing business as usual, employers may inadvertently be losing out on incredible job candidates.
Employers can avoid this potential loss of amazing candidates by offering multiple options during the recruiting process. Offer to do in-person interviews whenever possible. Ask the candidate if there is anything the company can do to make the interview process smoother. (If you offer it in a neutral manner like this, without reference to disability or accommodation, this does not trigger the disability accommodation process.)
All employers can actively seek out disabled applicants. You can do this by participating in job fairs like these, by notifying disability community groups that you’re seeking qualified candidates of all types, and by advertising in disability media sites. You can also do this by making your websites and marketing materials more accessible and inclusive. And finally, you can find these wonderful candidates by “walking the walk” in helping make the job interview process easier to navigate.
Talent comes in many shapes and forms. Look outside your usual job candidate sources, and you might uncover some hidden gems.
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