Studies of best practices for recruitment of this population highlight the following:
- Source candidates from local organizations / community service providers or networks supporting persons with disabilities i.e. Corbrook.
- Publicize the business case for employing qualified persons with disabilities which frames it in terms of the return on investment–the direct and indirect benefits to our organization and employees, stressing that enhancing diversity by employing persons with disabilities recognizes the changing demographics of the workforce, while improving employee engagement, productivity, and reduction of costs, and enhancing retention and advancement.
- Maintain an active membership with an employer networking group, such as the Ontario JOIN Business Leadership Network, that recognizes and promotes best practices in hiring, retention, and promoting persons with disabilities.
- If sourcing candidates through recruitment agencies, look for agencies that have employees with disabilities among their own staff, provide an accessible office environment, advertise inclusion on their website and printed materials, brochures, etc., promote that they ask about accommodation needs, and all of their materials are available in accessible format, upon request.
- Ensure you have policies, practices and procedures established to ensure equality in the recruitment and selection process.
- Make sure that all communications from your organization targeted for job applicants and employees lets them know that accommodations are available during all phases of the recruitment process and on the job.
- During the recruitment process, all position postings advertise that reasonable accommodation will be provided for applicants upon request, and the name of the person or persons they should contact who has advanced knowledge about accommodation.
- If posting positions on a web portal, ensure that the web portal is fully accessible, including ability to use screen readers and meet Universal Design best practice W3C standards.
- Organization’s applications are available in non-web based format and in accessible formats. Have paper-based applications available and encourage those with cognitive disabilities or learning disabilities to be able to have supports for filling in applications. Also accept applications in handwritten form.
- Ensure recruiters or interviewers do not focus unnecessarily on work history understanding that persons with disabilities (especially cognitive in nature) may not have had the same work opportunities as their non-disabled counterparts, or an uninterrupted work record.
- Implement appropriate policies for recruitment about disclosure, and train hiring managers and recruitrs about how to handle disclosure during the interview and hiring processes.
- When notifying successful applicants that they are being offered a position, discuss and negotiate reasonable accommodation with them, and let them know that this is part of your recruitment process.
- When offering a position to a successful applicant, include flexible work arrangements whenever possible or feasible.
- Provide recruits with accommodation policies promptly, and advise policy changes as soon as possible.
- Embed the principles of inclusion in employment systems and human resource practices by making sure your employees reflect the diversity in your community.
- Attend local career fairs that focus on students and job seekers with disabilities to recruit diverse, qualified talent.
- Customize job postings to support persons with disabilities recruitment such as letting applicants know you offer a variety of accommodations, and highlight any physical demands for the position.
- Post recruitment ads in magazines and journals that specifically target persons with developmental disabilities and/or autism.
- Provide opportunities for practice interviews for job seekers with disabilities referred by community-based organizations who meet qualification standards.
- Have job postings available in alternative formats.
- Review and assess positions to identify the essential (bona fide) and marginal functions before posting to maximize the prospect of applicants from persons with disabilities.
- Encourage hiring managers to hire persons with disabilities by adding coaching behaviours to performance management tools.
- Regularly connect in with Student Disability Offices at all colleges, universities and post secondary school private colleges and training institutions to make them aware of our desire for disabled employees.
- Connect in with leaders of programs in high school and in your community who support persons with developmental disabilities and/or autism.
- Have a well designed recruitment strategy for hiring persons with disabilities integrated within HR and all business lines.
- Provide co-op and internship opportunities to students with disabilities that supports their real work experience goals and social skill development.