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Britne Jenke covers how to recruit people with disabilities: list accommodations in job postings, let candidates pick interview format, share questions ahead of time, and train hiring teams to reduce bias. Small changes that open doors.
Britne Jenke covers how to recruit people with disabilities: list accommodations in job postings, let candidates pick interview format, share questions ahead of time, and train hiring teams to reduce bias. Small changes that open doors.
So when we talk about recruiting and interviewing, there are a lot of best practices in this area as well. We obviously want to make sure we're providing accommodations for interviews if those are necessary. And even we can go back a step and we can offer accommodations in the job description so employees know when they're applying for a job that accommodations are available to them during the interview process. Give the candidates a way to select the interview format that best suits their ability and their technology. So this may mean in-person interviews or phone interviews or video interviews at the candidate's— so whatever is working best with their comfort level and their technology to accommodate throughout the interview. Another good best practice for interviews is making sure the Information is clear for the candidate about who is in the interviews, including names and roles of all of the people in an interview panel. Providing the topics or even the questions for the interview in advance. This can help people who, of course, use assistive technology, have a readout made of their questions. It also can help those with cognitive disabilities to better understand and prepare for a successful interview. We can train our recruiting staff in reducing bias, reducing ableism practices, and diversify our recruiting and interviewing teams to include people with disabilities on the interview panel.
