Building a Disability-Inclusive Talent Pipeline Recruiting Strategies to Attract and Recruit Qualified Individuals with Disabilities

lack of cooperation at the high school level between employers and schools

1. Mentorship

2. Internship

3. Sponsored (by employer or by other/state/private donations) certification prerequisite to job placement

4. Same methods used to attract and recruit individuals without disabilities--benefits, clear explanation of benefits, addressing common concerns of applicants with and without disabilities

5. Peer services and supports

6. Flexibility

Hiring managers need to be shown where to find the pools of qualified job candidates with disabilities through the Workforce Recruitment Program, Vocational Rehabilitation programs in their state, or the VA Vocational Rehabilitation & Employment program, to name a few. This was very effective in my office, and I would love to hear about more resources to review resumes and recruit candidates.

To the point, "What creative strategies do you think companies can use to source qualified candidates with disabilities? ", one possibility is to simply target skills on an extremely narrow basis to agencies that work with those with disabilities, rather than as a broad job description, as is generally done everywhere. I found that those with disabilities very often shine well above and beyond others, because they have... more »

Self-Identification is a challenge, understandably, because of pride. It is also a challenge because, as I understand it, it must be able to conform to a set of standards in order to make the person with disabilities eligible to apply under the conditions stated in Office of Federal Contract Compliance Programs (OFCCP)

(The source I'm looking at right now is: https://www.dol.gov/ofccp/regs/compliance/section503.htm)... more »

So many individuals that are seeking employment are thrown off course from many jobs due to the fact that they require a multitude of skills. These "Entry level" job descriptions will scare off many people that may not have the entire skill set requested. I often encourage them to apply if the skills that they are lacking are not the major task of the job. What we find is that the smaller the employer the more you... more »

Shift is a on-line job matching and resource sharing website that has just been released in the Kansas City area. it was developed through a partnership with the Greater Kansas City Business Leadership Network and the Missouri Developmental Disabilities Council. For more information go to SHiFT.gkcbln.org or contact Charles "Chaz" Nickolaus at 800.500.7878 or e-mail at cnickolaus@moddcouncil.org

Most employers do a good job in formulating their strategy to attract individuals with disabilities. Also most leave out an important factor in my opinion. That is the psychological aspect of having a disability.

From my experience, it is very difficult for a person with a disability to self identify. They feel it is demonstrating a weakness. Secondly, even if a person self identifies, asking for an accommodation is... more »

I'm writing on behalf of a friend with multiple disabilities; his thoughts and opinions follow here.

My friend has often noted that employers do not explain themselves as to "why" they are interested in a person with disabilities, in the case of those who self-identify. There is concern that the employer may be doing this to check off a box to show inclusivity, and that the possible employee in question is not really... more »

Helping women in STEM with disabilities and their small businesses attract and maintain federal contracts. These women are highly educated and knowledgeable with many years of work experience. They could make a good, solid contribution to the USA. They may have fallen upon hard times during their lives and are also involved in care giving for their relatives and friends so they need a boost.

Business partners need to know where to go to learn more about the incentives and supports available to them as they work through the recruitment, hiring, promotion and termination process with individuals with disabilities. Once business feels confident that they know where to find trusted resources and support they will be more willing to take the perceived risks of hiring an individual with a disability. Some states... more »

As we know, there is a shortage of workers in the STEM occupations and Skilled Trades. Out of desperation, businesses with these occupations are looking for other sources for talent. The changes to Section 503 in 2014 have been monumental for VR to get a foot in the door with these types of businesses. Section 503 is now complimented with WIOA requiring VR to outreach with youth and provide them work based learning. 503... more »

Create a Matrix that Employers can use to match the "kinds" of accessibility equipment that would particularly match the office equipment and/or software they already have in place, or already to have contracts to use. This matrix would contain equipment matches to accessibility equipment, such as: Microsoft Products with IE 11: JAWS 14, JAWS 15, JAWS 16

Employers probably don't know which kinds of accessibility... more »

The appropriate tools, such as, laptops, mobile devices, work station, telephones, printers, or other office accommodations should be made known when recruiting efforts are put in place, that specify that the workplace environment is disability-friendly. Vacancy announcements should be written in a manner that makes it an attractive workplace in addition to the job itself. Work with community organizations that provide... more »

To the point: "What are the biggest challenges, whether internal or external in nature, that companies face when trying to recruit and hire qualified people with disabilities? "

I've been chewing on particular a comment from jason.weppelman "There are a a lot of great people trying to help people with disabilities enter the workforce. The only way anything will change is by us working together and... more »